SANDOWN Handbook

Maintenance All users are required to ensure that all computer workstations are well maintained, kept clean and protected from accidental damage. This applies to all users, not just the most regular user of a particular workstation. Do not move screens or base stations unless you have approval from a Director or member of the Company IT department. Screens may of course be adjusted to aid visibility. However, movement of screens or base stations should not be attempted without authorisation. This is due to the set-up and connections of the system. Workstations may not be relocated without express permission. Any damage incurred in the movement of hardware may invalidate the warranty or maintenance agreements with our suppliers. The Company may deem you personally liable if items are damaged whilst being transported without authorisation from the Managing Director or Group IT Manager. Always ensure that all equipment is protected from accidental spillage or damage from being kicked or knocked. If you require a keyboard protector, this can be requested from the IT department. If you are concerned about accidental damage, for example, the position of a base station means it is likely to be knocked, please report this to the IT department who will action an improvement. All screens should be kept clean and free from clutter. Regular cleaning of screens will aid visibility and reduce eye strain. Avoid touching screens with your fingers, especially when dirty or greasy. Never point to the screen using a pen or similar instrument, as this may permanently mark or damage the screen. You are not permitted to attach stickers or make any permanent or semi-permanent marks on the screen or screen surround or casing. Post-it should be avoided and are not permitted in customer facing environments. However, any stickers showing terminal or hardware details which have been placed on terminals should not be removed. When cleaning screens, please use only approved cleaning products. Set-up You are not authorised to make any changes in the set-up of any computer. Even when you consider yourself ‘PC literate’ you must not attempt to alter any settings within your PC. Any unauthorised changes may affect the network settings and adversely affect the support available from our software suppliers. Wallpaper and screen savers You are not authorised to download or import any personal terminal settings, including ‘wallpaper’ (background), cursor icons, or screen savers. These items will be set up by the IT department and may not be altered. Installation of software Software required for the exercise of your duties is provided by the Company and loaded onto your computer. The set-up of any additional software must be authorised by the Group IT Manager, including software belonging to the Company. This is to protect the Company in terms of license agreements and to protect the running of your workstation and that of other users. If you have a particular need for an upgrade to existing software or a new program, this should be discussed with the IT department. 51

Employee Handbook Section 2 Downloading of any files, programs or pictures either from the internet or via disk, optical storage or USB media is expressly prohibited unless from approved sources in line with our normal course of business. You should always ensure that any removable media such as DVD/USB memory stick that is inserted into the computer has been properly virus checked by the IT department before use. You are not permitted to transport Company data on external storage devices such as USB sticks or work on Company data on home devices. Likewise, Company data must not be e-mailed to personal e-mail accounts for use when outside of the office. Installation of hardware Hardware required for the normal operation of duties is provided by the Company. You may not install any additional items of hardware without permission as this may affect the current configuration or settings of your computer. This may in turn affect the operation of pre-installed items. If you require any new equipment, this can be discussed with management who will take appropriate action. Upgrades Software will automatically be upgraded from time to time. If you have a specific need to upgrade any item of software, this should be referred to the Group IT Manager. Passwords Employees will be issued with their own specific Windows password to allow you to login to Company computers. You will be required to change your password every 90 days. You must never disclose your passwords to anyone both from within, or outside, of the Company. Passwords must remain private and should not be written down. You may choose to set passwords on word or excel documents; however, these remain your responsibility if you forget them. Use of software Do not use any item of software for which you have not received authorisation to use. In the majority of cases this will be deemed when you have been given relevant training – either in-house or external. You should never use another person’s login to operate your PC as this affects the reporting of problems within the system. Likewise, you should never allow other personnel to use your login as any problems created will be logged as being created by you! This can also slow the rectification process. If you require higher access in a particular module or access to a new module or application, then speak to the IT department. Access will be granted provided sufficient skills exist or training has been provided. It is the Company’s policy to comply with all laws regulating computers and data protection. It is illegal to make copies of software. Software issued by the Company for your use is licensed to the Company and is protected by copyright law. You must not make copies or distribute software that has been copied. Additionally, you must not install any software on Company computers, even if you personally hold a valid license, without first consulting with the IT department. Training All requests for ongoing training or training in new software can be lodged with either your line manager or Group IT Manager. 52

Security Employees supplied with computer equipment are responsible for the safety and security of that equipment, and the security of software and data stored either on their own system or other systems which they can access remotely. For laptops that may be left unattended in public areas, a cable lock should be requested from the IT department. When in transit, laptops should be stored within the vehicle’s boot area and kept out of sight. Laptops must not be left in vehicles when the driver is not present. The Company reserves the right to access any computer for the purposes of maintenance, inspection or repair at any time. Any unauthorised software or files found during such inspections will be immediately removed and reported to the employee’s manager and the Group Human Resources Manager. You are only authorised to use systems and have access to information which is relevant to your job. You should at all times keep your personal passwords confidential. You must never share or divulge your personal passwords to anyone and, when leaving your terminal unattended, you should lock your system to prevent unauthorised users using your terminal in your absence. On leaving the office or at the end of the day, you should ensure that you log off the system to prevent unauthorised users using your terminal in your absence. Third parties You must not disclose any information that is confidential or proprietary to the Company or to any third party that has disclosed information to the Company. The Company’s Data Protection Policy provides guidance about what constitutes confidential information. Data No data should be removed via any medium from Company IT systems without prior consent from a Director. All files and data held, used or created during employment remain the property of the Company not the individual. No data or files should be taken on cessation of employment. Telephone system Only the Sandown provided phone system should be used for speaking with customers. The use of personal mobile phones is prohibited. Please contact the IT Department if you require Sandown phone functionality to be installed on your Company laptop. When taking credit cards or other PII information via the phone, the call recording software must be used to pause the recording whilst this sensitive information is given. E-mail and Internet Use Policy Purpose The purpose of this policy is to define acceptable e-mail and internet use within working time. Email and internet use for work purposes On leaving the Company an employee must not delete their e-mails and work files. The e-mails remain the property of the Company and may be required to refer back to for business purposes. No data should be deleted prior to leaving the Company. 53

Employee Handbook Section 2 The Company makes available to employees e-mail facilities which are intended to promote effective communication both within and outside the Company on matters relating to its business. Only Company e-mail accounts may be used for Company business and the use of any other services such as Hotmail, Gmail and Yahoo is strictly forbidden. The e-mail systems must not be used for spreading gossip, or for personal gain or in breach of any of the Company’s standard employment policies. E-mails are to be written in accordance with the standards of any other form of written communication and the content and language used must be consistent with best Company practice. Misuse of the e-mail system will be considered as serious misconduct and will be dealt with under the Company disciplinary procedures. The transmission of any material which is considered, in the Company’s opinion, defamatory, offensive or obscene, untrue or malicious will constitute gross misconduct. The circulation of internal Company e-mails outside of the Company is strictly prohibited unless for business purposes and when approval has been granted by the appropriate manager or a Director. The use of Company e-mail on employee’s personal devices, such as smartphones, is permitted subject to approval by the departmental manager. On cessation of employment, all accounts and data relating to the Company must be removed from any personal devices prior to the leaving date, the IT department can assist in this regard. By allowing the use of Company e-mail on personal devices, the user accepts and acknowledges that the Company reserves the right to wipe the device if required. The Company reserves the right to monitor and retrieve the contents of messages for the purposes of monitoring the use of the e-mail system or in any investigation for any purpose. E-mail signatures are centrally controlled and therefore must not be overridden with an employee’s own choice of signature. Out of office messages Employees should set their email account to send automatic out of office messages if they are going to be away from the business, for example on holiday. Out of office messages are centrally controlled and therefore must not be overridden with an employees own choice of message. Many employees will be required to use e-mail and the internet regularly for work purposes. This is clearly acceptable when it is fulfilling work duties. However, it is important that employees are mindful of the need to use e-mail and the internet appropriately. In particular: • No obscene or offensive language should ever be used in e-mails. • E-mails of a discriminatory, derogatory or defamatory nature must never be sent. • E-mail must never be used as a form of communication which could cause harassment or be abusive to someone. • E-mails should not be copied to people inappropriately. • If an employee receives an offensive e-mail, this should be reported to his/her line manager. It should not be passed on to other employees. 54

• Internet sites should only be accessed if they are appropriate to the work that is being carried out. • E-mail content and language should remain consistent with the Company’s best practice. • E-mail messages should remain concise and appropriate. • E-mails that have suspected virus or malicious content should not be forwarded. • E-mails that contain customer data should not be sent to third parties without approval from the departmental manager or a Director. If you do use e-mail inappropriately, including some of the examples above, you may be liable to disciplinary action up to and including summary dismissal. During an employee’s absence (for holiday, sickness or any other reason), the Company reserves the right to access the employee’s e-mail account. This is necessary to ensure that any business issues are addressed in a timely manner. E-mail use for personal purposes Employees should not send personal e-mails during work time. Employees may only use their work e-mail address for work purposes. They are not to send personal e-mails using this address. Internet use for personal purposes The Company provides access to the internet for the purposes of the business of the Company only. Employees should not use the internet for personal purposes during work time. Accessing the internet for personal purposes using the Company’s internet service, or downloading programs from the internet onto Company owned and/or employees’ own computers, without prior permission will be treated as serious misconduct and will be dealt with under the Company’s disciplinary procedures. Accessing any information over the internet which is considered, in the Company’s opinion, to be offensive, illegal, pornographic or obscene, will constitute gross misconduct. In addition, social networking sites such as Facebook cannot be accessed using a computer belonging to the Company, or during working hours, unless prior approval has been granted by the departmental manager or Director. Any other internet sites that contain offensive, obscene or otherwise unacceptable material must not be accessed using a computer belonging to the Company, or during working hours. The Company reserves the right to monitor all occasions when the internet is accessed from Company property. The Company also reserves the right to examine the drives of any computer which it believes have been used on its premises to access the internet, or other systems, whether it is owned by the Company or not. Any breach of these policies or our Data Protection Policy will be treated as serious misconduct and will be dealt with under the Company’s disciplinary procedures. 55

Employee Handbook Section 2 Downloading of material Viruses and similar problems can bring an entire computer network to a standstill. It is important, therefore, that all employees are aware of the need to act responsibly and minimise the risk of this occurring. To help protect the Company network, employees must not download any documents on to a computer belonging to the Company without being confident that it comes from a legitimate source and having undertaken diligent checks to prove the legitimacy. No software can be downloaded onto a computer belonging to the Company without the express agreement of the Group IT Manager. On-line blogs Employees must not contribute to on-line blogs during working hours, or using a computer belonging to the Company. Employees must not contribute to any blog which criticises the Company, or otherwise brings the Company into disrepute, at any time (this includes during personal time). If the employee is dissatisfied with some aspect of their employment this should be addressed using the Company’s Grievance Procedure. Using a blog to criticise or damage the reputation of the Company may result in disciplinary action. Storage of e-mails The Data Protection Act 1998 requires that information that is recorded is not excessive, is not kept for longer than necessary and is relevant. Employees, therefore, are required to archive their e-mails appropriately and to delete information that is no longer required. Further details about archiving techniques can be obtained from the IT department. E-mail should not be used to store personal information relating to customers. Passwords Access to the Company’s computers must be password protected. Employees are required to use their passwords, and not put in place any process which bypasses the requirement for a password. Passwords must not be written down or shared. Passwords must not be disclosed to any other person. Copyright Copyright rules do apply to articles on the internet. Hence, care should be taken when using internet information. If there is any doubt whether material can be used the Head of Marketing should be contacted for specific advice. Working off site/Homeworking Employees who have arrangements to work away from Sandown sites, for example homeworking, must only use Sandown supplied equipment; such as laptops, for this purpose. The use of home computers and tablets etc. is not permitted. You must not print documents at home unless it has been approved by a Director. 56

The Company’s website No employee may add any information to the Company’s website without express consent of the manager responsible for the website. Monitoring The Company reserves the right to monitor the e-mail and internet use on any computer which belongs to the Company. Action to be taken in the case of inappropriate use If an employee is found to have used e-mail or the internet in an inappropriate manner disciplinary action may be taken. This could include summary dismissal, depending on the nature and severity of the offence. Bullying and harassment If an employee feels that they are being harassed or have been harassed or bullied or are offended by material received from a colleague, the employee should immediately inform their line manager of the situation. Social Networking Websites and Blogs Policy What this policy covers This policy sets out the Company’s position on employees’ use of social networking websites and blogs, whether conducted on Company media and in work time or your own private media in your own time. Your responsibilities Social networking websites and blogs offer a useful means of keeping in touch with friends and colleagues, and they can be used to exchange views and thoughts on shared interests, both personal and work-related. The Company does not object to you setting up personal accounts on social networking websites or blogs on the internet, in your own time and using your own computer systems. However, you must not do so on Company systems or in work time. You must not link your personal social networking accounts or blogs to the Company’s website. Any such links require the Company’s prior consent. You must not disclose Company secrets, data, breach copyright, defame the Company or its clients, suppliers, customers or employees, or disclose personal data or information about any individual or customers that could breach the Data Protection Act 1998 on your blog or on your social networking website. Social networking website posts or blogs should not be insulting or abusive to employees, suppliers, Company contacts, clients or customers. References to the Company If reference is made to your employment or to the Company, you should state to the reader that the views that you express are your views only and that they do not reflect the views of the Company. You should include a notice such as the following: “The views expressed on this website/blog are mine alone and do not reflect the views of my employer.” 57

Employee Handbook Section 2 You should always be conscious of your duty as an employee to act in good faith and in the best interests of the Company under UK law. The Company will not tolerate criticisms posted in messages in the public domain or on blogs about the Company or any other person connected to the Company. You must not bring the Company into disrepute through the content of your website entries or your blogs. Any misuse of social networking websites or blogs as mentioned above may be regarded as a disciplinary offence and may result in dismissal without notice. You should be aware that any information contained in social networking websites may be used in evidence, if relevant, to any disciplinary proceedings. Third parties You must not disclose any information that is confidential or proprietary to the Company or to any third party that has disclosed information to the Company. The Company’s Data Protection Policy (detailed elsewhere in the Employee Handbook) provides guidance about what constitutes confidential information. This policy should be read in conjunction with the Company policy on e-mail and internet use (also detailed elsewhere in the Employee Handbook). Procedure Breaches of this policy will be dealt with under the Company’s Disciplinary Procedure. You should be aware that the Company regards breach of any part of this policy as gross misconduct that may result in disciplinary action up to and including dismissal without notice. If you become aware of information relating to the Company posted on the internet, you should bring this to the attention of your manager. Any employee who believes they require access to social media in order to carry out their duties must make a request via their manager to the IT Manager who will pass to the Human Resources department for approval. Social Media Policy What is social media? Social media is a term used to describe a suite of applications or tools on the internet and is sometimes referred to as Web 2.0. Social media is unique because it supports collaboration and the sharing of ideas and opinions across a global scale and the content is usually managed by the users rather than the provider of the applications. Social media activities can include, but are not limited to: • Maintaining a profile page on social/business networking site such as Facebook, Twitter or LinkedIn. • Writing or commenting on a blog, whether it is your own or the blog of another person. • Taking part in discussions on web forums or message boards. • Leaving product or service reviews on business websites or customer review websites. • Taking part in online polls. 58

Businesses are finding ways to use social media to help them achieve their objectives through engaging their employees in new and innovative ways, building new relationships with clients, customers and suppliers and managing their brand and reputation online. Policy aims The widespread availability of social media means it is important to understand how to use it effectively and sensibly, both in the workplace and during personal use. This policy aims to ensure that the Company is not exposed to legal and governance risks through the use of social media and that its reputation is not adversely affected. This policy also aims to ensure that employees of the Company are protected while using social media and feel empowered to contribute to collaborative online activity when it supports their role within the Company. The policy applies to all workers and employees of the Company, from senior managers to temporary workers, and to all users of social media. Guiding principles The Company believes that when taking part in social media you should be honest, straightforward and respectful. The lines between public and private can become blurred so assume that everything you write is permanent and can be viewed by anyone at any time. Also, assume that everything can be traced back to you personally as well as to your colleagues, the Company and its customers, partners and suppliers. Terms of use Proposals to use any social media applications as part of your role within the Company must be approved by the Head of Marketing. The following terms should be adhered to at all times, including during periods of leave. You must ensure that your content, or links to other content, does not: • Interfere with your work commitments. • Contain libellous, defamatory, bullying or harassing content. • Contain breaches of copyright and data protection. • Contain material of an illegal, sexual or offensive nature. • Include confidential information to the Company. • Bring the Company into disrepute or compromise the Company’s brand and reputation. • Use the Company to endorse or promote any product, opinion or political cause. Whilst the use of social media and collaborative working is encouraged, all employee responsibilities covered in other policies and codes of conduct remain in force. If content published by you or others implicates you in the breach of these terms, it may lead to an investigation and disciplinary action in accordance with the Company’s disciplinary policies. 59

Employee Handbook Section 2 Social media and recruitment The popularity of social media has seen it become used by many businesses for recruitment purposes. Searching social media for candidate profiles can be a convenient and cost-effective way of validating CVs or gaining insight into a candidate’s personality. Whereas the Company supports the usage of social media for recruitment purposes, other policies and codes of conduct must be adhered to at all times. If you intend to access the profile page of a candidate, you must gain permission from the Human Resources Director by stating the social media site you wish to access, the reasons for accessing it and any benefits it will add to the selection process that cannot be gained through other methods. After permission is granted, you must disclose the date, time and website to the Human Resources team, along with the information retrieved from this page. Candidates may be informed if their profile page(s) have been, or are intended to be accessed by the Company. If anything is discovered that makes them unsuitable for the position, they will be informed, and provided with an opportunity to dispute the information from their point of view. Policy enforcement Breaching the terms set out within this policy could result in the offending content being removed and the employee responsible being suspended from using social media as a representative of the Company. Content that you publish which causes damage to the Company or its employees may lead to disciplinary action. This could lead to a finding of misconduct or gross misconduct in accordance with the Company’s disciplinary policies. The Company reserves the right to check the profiles of employees in accordance with our Internet Policy. Using Smartphones/Tablet Computers During Work Hours Policy This policy outlines employees’ responsibilities in respect of Company tablet computers and the rules relating to personal tablet computers at work. Provision and use of equipment If the Company provides employees with a tablet for business purposes, employees must ensure that the device and accessories are kept in good condition at all times and that the tablet is charged and available for use during working hours. Inappropriate use Employees are only permitted to use the Company’s tablet computers in accordance with the Company’s Data Protection, Computer Use, Social Media and Monitoring Policies. Please refer to those policies for further information. Key points to note are: • Except for use on authorised Company or client business, employees are not permitted to make use of the Company’s computer equipment. 60

• Employees must receive prior approval from management before using any part of the computer systems or hardware for personal use. • Employees are not permitted to load, download or run unauthorised games or software, or to open documents or communications from unknown origins. • Employees should not use Company equipment or networks to download access or send offensive, pornographic or racist material. • Employees must protect the security of the Company’s data, and personal data regarding the Company’s employees. • Use of handheld computers will be monitored in accordance with the Company’s Monitoring Policy. • The content of e-mail messages must comply with the standards required of any other form of written or verbal communication and be consistent with accepted conventions and practice. Personal tablet computers Employees must ensure that their personal tablet is switched off at all times during working hours and that it does not interfere with their work. Loss or damage Employees are responsible for the Company tablet issued to them. Employees must take all reasonable precautions to ensure that the tablet is not stolen, lost or damaged. Employees must not leave tablets in a visible place such as in an unattended vehicle. In the event that the Company tablet is stolen, lost or damaged, employees must contact their manager immediately who should inform the Group IT Manager and Human Resources Manager. If loss or damage is caused to the tablet as a result of employee negligence, employees may be charged for the cost of the repair or for a replacement. Employees may be required to reimburse the Company for the associated costs or the Company may deduct the sum owed directly from their pay. Returning the equipment If employees are requested to return the tablet computer to the Company, employees must return the computer and accessories immediately. On termination of employment, the tablet must be returned to the Company no later than the final day of employment. The Company retains the right to deduct the cost of the tablet and/or accessories that are not returned, or are returned in a damaged condition due to the employee’s negligence, from the employee’s final pay. Breach of this policy If this policy is breached, the Company reserves the right to withdraw the Company tablet and take disciplinary action. Any breach of the policy including, but not limited to, inappropriate use of Company mobile or landlines and using a tablet whilst driving, may be treated as gross misconduct and may result in the employee’s dismissal without notice. Mobile Phone Policy Mobile phones may only be utilised for personal use during official break periods. No personal mobiles are to be seen in employees’ possession or on desks or work tops during work hours. Making personal calls, text messaging or accessing the internet is prohibited during work time. If employees need to leave a contact number for emergencies, then they should leave an appropriate Company landline. 61

Employee Handbook Section 2 Use of personal MP3s and iPods is also prohibited throughout the premises i.e. all workshops and all offices. We wish to ensure that the Company and its employees are protected from inappropriate and/or unauthorised use of camera phones whilst at work and as such have taken the decision to ban their use on the Company premises unless such use is specifically connected to the employee carrying out their normal duties. Anyone who does not comply with this request may be subject to disciplinary action. Public Disclosure by Company Employees ‘Whistleblowing’ Policy The Company aims to conduct business with the highest standards of honesty and integrity. Therefore, we should all share this aim in order to maintain the same standards. Any wrong-doing by either the Company or its employees should be reported. We believe that it is essential to create an environment in which employees feel able to raise concerns internally without fear of disciplinary action being taken against them as a result of any disclosure, and be assured that an investigation will take place. The Public Interest Disclosure Act 1998 protects employees from dismissal or being disadvantaged, for example having disciplinary action taken against them when they report wrong-doing by their employers. It aims to promote greater openness between employers and employees in the workplace. We strongly believe that those who report wrong-doing should not be victimised. Examples of wrong-doing include: • A criminal act. • Failure to comply with a legal obligation. • A miscarriage of justice. • Danger to the health and safety of any individual. • Damage to the environment. • Deliberate concealment of any of the above. Where you wish to make a disclosure concerning one or more of these examples of wrong-doing, you can discuss the concern with your line manager. They have a responsibility to listen and respond to any matter that is of concern to the employee. If this is not appropriate or the issue is not satisfactorily resolved or involves your line manager, you should contact a Director or a member of the Human Resources department and a private interview will be arranged to review the case. If after reporting the matter to your line manager, the issue is still not resolved, you may contact the Human Resources Director who will ensure that a full and fair investigation will take place with a view to reaching a sensible and fair resolution of the issue. There may be matters that cannot be dealt with internally and external authorities will need to become involved. Where this is necessary, the Company reserves the right to make a referral on your behalf without your consent. The Company recognises that there may be some cases where no wrong-doing is found through internal procedures. In such cases, if the disclosure is reasonable and the information believed to be true, protection will be given and no disciplinary action will be taken. The Whistleblowing Policy is distinct from the Grievance Policy. If an employee has a complaint relating to their own personal circumstances in the workplace, it is likely to be more appropriate to use the grievance procedure to raise this. The grievance process does not give the employee the protection of the Public Disclosures Act. However, the Company will deal with grievance raised reasonably and promptly and will only consider taking disciplinary action where an employee has made dishonest or false statements or acted unreasonably in making a complaint or grievance. The employee must make it clear that they are following the grievance procedures in this instance. Please refer to the Whistleblowing Policy. 62

Anti-Bribery Policy The Company expects its employees to demonstrate honesty, integrity and fairness in all aspects of their business dealings and exercise appropriate standards of professionalism and ethical conduct in all their activities. The Company expects the same approach to doing business from its business partners and suppliers. The Company will not tolerate bribery or corruption in any form and has a ‘zero tolerance’ approach to any breach of this policy. The Company and its employees will never seek, accept or give a bribe, facilitation payment, kickback or other improper payment. If you are in any doubt as to whether something is right, ask your line manager or seek guidance from the Finance Director or Human Resources Director. The Bribery Act 2010 defines bribery as the giving or taking of a reward in return for acting dishonestly and/or in breach of the law. There are four different classifications of bribery: • Bribing another person. • Being bribed. • Bribing a public official. • Failure to prevent bribery. If any individual offers an employee a bribe, the employee should report it to their line manager immediately. Under the Bribery Act 2010 appropriate gifts and hospitality are acceptable. If an employee is offered any gift or hospitality they should not accept it without approval from their line manager. A line manager may grant permission for employees to accept a small gift. However, gifts of a value of £25 or more may not be accepted. During employment with the Company, an employee should never offer a gift or hospitality to a customer, supplier or other person with the intention of gaining a business advantage. Any business gifts or invitations to hospitality events that are issued must always be agreed by the head of department in advance. An employee found to have accepted or given any bribe will face disciplinary action, which could include dismissal for gross misconduct. The Company may also face criminal liability for unlawful actions taken by its employees or associated persons under the Bribery Act 2010. All employees and associated persons are required to familiarise themselves and comply with this policy, including any future updates that may be issued from time to time by the Company. For more information, please see the relevant policy on the shared drive or contact the Human Resources department. Anti-Money Laundering Policy Money Laundering is concealing the identity of illegally obtained money (dirty money). This is typically done by using dirty money to purchase high value and desirable goods such as Mercedes Benz cars and parts which are then sold on. It is a common misunderstanding that money laundering is only about actual bank notes. As criminals will often attempt to weave a complicated web of transactions to conceal crime, the sale and purchase by electronic means may still be deemed money laundering. 63

Employee Handbook Section 2 Legal Responsibilities The Company must have robust policies to ensure that it is does not inadvertently facilitate a money laundering transaction. This policy ensures that the Sandown Group complies with its legal responsibilities. Scope • The Company must limit the amount of money they accept in cash transactions. For this purpose, the Sandown Group has stated that they will not accept cash of more than £2,000 for any one transaction or multiple transactions involving the same customer. For the purpose of this policy a transaction is one sale. Two payments of £2000 on different dates for a transaction or multiple transactions would be a breach of this policy. • Cash paid into the Company bank account is not exempt from this policy, the same limit of £2,000 applies. • All employees are responsible for highlighting the Company money laundering policy to the customer when discussing payments if a request to pay cash is made. • In order to avoid the risk of customers paying cash directly into the Company bank account, it is the sales executives responsibility to explain to the customer that Company bank account details are being provided primarily to enable the customer to transfer money from an account to the Company account and that any cash paid directly to the Sandown bank account of more than £2,000 will not be accepted. • In the event that a customer does pay more than £2,000 cash an employee must: i. R eport it to the MLO immediately. The employee must NOT contact the customer without speaking to the MLO first. ii. O nce the case has been reviewed the employee will be required to return the cash received to the customer’s bank account • Any suspicious activities must be reported immediately to the MLO. • Under the Money Laundering Regulations (MLR) it is an offence to “tip off” the person(s) making the cash payments. Returning the customers money may be considered a “tip off” so please ensure you do speak to the MLO before further contact with the customer. • Each site will be audited for cash transactions. Suspicious Transactions There is no definition of a suspicious transaction but there are some general points employees should watch out for: • Is the person’s behaviour unusual in the circumstances. • Unusual requests e.g. payment by cheque or credit card from a third party, settlement of transaction by large cash payments. • Secretive client, has the person refused to supply any form of identification and if so why? • Unusual instructions e.g. an order from someone that has no logical reason to purchase from you. • Geographical risk; a country that is known for corruption • Do you have any other knowledge which leads you to believe that the customer or the activity is criminal? • Unusually early settlement of finance agreements on a repeated basis. • Multiple transactions for smaller cash amounts from the same person. • Customers making payments by one payment method and then requesting a refund by another method (e.g. payment by debit/credit card, refund request to a bank account). • Customers making large ‘cardholder not present’ payments over the phone without any ID checks being performed to ensure the card belongs to them. 64

Record Keeping It is Company policy to maintain records of identification and consideration of money laundering issues for five years in accordance with the regulations. Compliance management It is the Company policy to undertake a regular compliance review to ensure that the requirements of the regulations are being followed. Communication It is the Company policy to provide adequate training to ensure that all relevant employees have the necessary knowledge of the law relating to money laundering, terrorist financing and data protection, and receive regular training in how to recognise and deal with suspicious transactions that may be related to MLTF. Training and awareness All relevant employees are made aware of Money Laundering legislation and are trained regularly to recognise and deal with transactions that may be related to Money Laundering or Terrorist Financing as well as to identify and report anything that gives grounds for suspicion. Penalty Money Laundering is a criminal offence where an individual employee as well as the Company can be prosecuted. The penalty can be a fine or imprisonment or both. For more information, please see www. https://www.gov.uk/topic/business-tax/money-laundering- regulations Redundancy Policy The aim of this policy is to clarify what procedures will be followed in the event of redundancies becoming unavoidable within the Company. Every effort will be made to ensure that redundancies will be avoided, but we have to accept that there could be circumstances beyond the Company’s control, which could result in a reduced demand for our services. This policy and procedure will apply in the unfortunate situation of an individual or group of employees being considered for redundancy. The policy and procedure aims to comply with current UK employment legislation and good practice. It will be subject to regular review especially in response to changes in relevant legislation. Avoidance of redundancies In the event of a decrease in demand for services/sales averse to budget/relocation of a service or other events serious enough to require a reduction in working hours or number of employees employed, our first step will be to consider organisational ways of adjusting to the reduction. This will include reducing costs where possible; redesigning jobs and reorganising work and considering any other proposals put forward. 65

Employee Handbook Section 2 Consultation In the event of compulsory redundancies being unavoidable, the Company will consult with the workforce or elected representatives about: • Redundancies proposed. • Reasons for the proposals. • Number and descriptions of employees who it is proposed to make redundant. • Total number of employees of that type employed in the Company. • Proposed method of selecting the employees for redundancy. • How the redundancies will be carried out Recording Meetings Please note that the Company does not allow any meetings/hearings or other conversations to be recorded (openly or covertly) by any means apart from official notes taking in writing by a note taker appointed by the Company). The use of audio recording devices (including mobile phones) to record meetings/hearings or other conversations is not permitted and you are encouraged to engage with the meeting chair/and or Human Resources prior to the meeting to discuss any such intent. Breach of these provisions will be dealt with as a disciplinary offence and may be considered as gross misconduct in appropriate cases. Selection criteria If an employee’s job is unique, then there is no need for a selection process because the job is ceasing or diminishing and the Company does not need to select anyone from a pool. If more than one person does a job, then there will be a pool of selection for the redundancy. That means that all of the people who are doing the same job at the same location are in a pool for potential redundancy, in these cases a set of selection criteria will be used. The selection criteria may include the following elements, which will be weighted according to business needs: • Job knowledge • Relevant skill level • Efficiency • Attendance • Disciplinary record • Length of service Whatever selection criteria are chosen, they will be objective, consistently applied and not based solely on the opinion of an individual line manager. They will be adhered to strictly (i.e. the actual selection will accord with the chosen criteria) and they will cover all the employees concerned in the unit of redundancy including anyone absent for whatever reason. Please refer to the Redundancy Policy. A current copy of the redundancy selection criteria is available from the Human Resources department. 66

Training and Employee Development Policy The Company is committed to providing appropriate training for all employees. This Training Policy is an integral part of the Company’s operational procedures. Training is provided by a combination of formal face to face training; part time day release; attendance at the MBUK Training Centre; Online and Virtual Classrooms; vocational job-related training; attendance at external and in-house courses and seminars and training in the Company’s operational and quality procedures. Aims The aims of the Company are to ensure that you have the knowledge, skills and experience to satisfactorily meet the required standards of job performance. To assist the Company, achieve this objective, the responsibility for training and development lies with the managers supported by the Human Resources department and the Group Training Co-ordinator. The Company also encourages employees to attend relevant training courses, seminars and study programmes, which will develop their knowledge and improve their capabilities, thereby enhancing their ability to attain the highest possible standard in their jobs. Induction When joining the Company, employees will be included in a Company induction for new employees. Employees will also attend Mercedes-Benz World in Weybridge for an induction into the brand. Attendance on courses Employees nominated for courses must take all reasonable steps to attend. Refusal to participate in training activities without good reason may invoke disciplinary action and we may hold the employee liable to reimburse the Company for the financial penalties imposed for cancelling the course. Employees must advise the Company at the earliest opportunity if they believe they are going to be unable to attend a training course. In order to cancel a MBUK course without incurring a financial penalty the Company needs to give 28 days’ notice. The charge for a no show or cancellation of a MBUK course stands at double the cost of attending the course. In addition, the delegate has to be rebooked and the course paid for again. If an employee cancels a course without good reason they are liable for any cancellation fees. Failing to complete pre-course requisites that lead to the employee being sent home from the course will result in the employee being charged the cost of the course. Please ensure that you have allotted the correct amount of time to complete any online learning modules, and that you are prepared and ready to take any tests. Resits are not always available. 67

Employee Handbook Section 2 Training course dress codes For training that takes place at the Mercedes-Benz Training and Development Centre or alternative facility, the following dress code applies: Business Skills Training Courses • Business attire is required for all courses Technical Training Courses • Dark shoes • Safety shoes where necessary • Collared shirt or plain polo-shirt • Smart trousers (not denim) The following items of clothing are not permitted to be worn on any courses: • T-shirts • Trainers • Hats or caps • Denim, in any variety • Sports shirts • Shorts • Tracksuit bottoms • Hoodies Inappropriately dressed delegates will be invited to change, or alternatively return to work and the full attendance charge for the course be charged. This cost will be passed on to the employee. Expenses Reasonable out of pocket expenses will be paid for by the Company. This includes course fees, travelling expenses (over and above the normal cost of getting to work), hotel bills and sustenance (please refer to the Company’s Expenses Policy). You will not be able to recoup expenses for charges relating to alcohol. Employees will be paid at their normal rate of pay whilst on courses, but overtime and bonuses are not payable. Please note that overtime is not paid for travelling to or from training course venues. Membership of professional bodies The Company will only pay membership fees for employees where a Director feels it warranted, and is of benefit to the business. If not, it becomes the responsibility of the employee. Procedures The Company Training Policy applies to employees at all levels and is made up of the following components: • Induction • Health and safety training • MBUK training courses 68

• Day release academic/vocational training • Job-related training • Development appraisal (PDR) • Supervisory and management development • Training in the Company’s operational procedures • External courses • Statutory training to meet legislative requirements In accordance with the Company’s Equal Opportunities Policy, training is made available to all employees. Corporate Social Responsibility/Community Involvement The Company believes our corporate social responsibility includes providing an environment that is healthy and safe to work and live in and is within an equal opportunities framework. Being a good corporate citizen and investing in communities is an integral part of the way we wish to conduct business. By actively supporting the community and being socially responsible, we are bringing real benefits to our customers, employees, our investors, and voluntary and charity organisations. Our support not only improves the prosperity of local communities but also, in turn, strengthens our reputation and gives enjoyment to our employees. Employee involvement Our employees raise cash and get involved in fun events at work. We support a number of local and national organisations that are concerned with a variety of charitable causes. Education As with any business our people are our greatest asset and we believe that as a local employer we have a role to play in working to develop skills that will lead to employment and contribute to enhancing the competitive advantage of UK businesses. The key areas for investing in education within the community are school and college work experience and apprenticeships. Modern Slavery (Act 2015) Policy on Preventing Hidden Labour Exploitation The Company is committed to ensuring that there is no modern slavery or human trafficking in any part of our business or in our supply chains. Our Anti-Slavery Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implement and enforce effective systems and controls to ensure slavery and human trafficking is not taking place in our supply chains. The Company commits to developing and adopting a proactive approach to tackling hidden labour exploitation. Hidden labour exploitation is exploitation of job applicants or workers by third party individuals or gangs other than the employer or labour provider including rogue individuals working within these businesses but without the knowledge of management. It includes forced labour and human trafficking for labour exploitation; payment for work-finding services and work-related exploitation such as forced use of accommodation. It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such, reluctant to come forward. 69

Employee Handbook Section 2 Modern slavery is a crime resulting in an abhorrent abuse of the human rights of vulnerable workers. It can take various forms, such as slavery, servitude, forced or compulsory labour and human trafficking. The Company has a zero tolerance approach to modern slavery and is committed to acting ethically and with integrity and transparency in all of its business dealings and relationships and to implementing and enforcing effective systems and controls to ensure that modern slavery and human trafficking are not taking place anywhere within either its own business or in any of its supply chains, consistent with its obligations under the Modern Slavery Act 2015. The Company also expects the same high standards from its suppliers, contractors and other business partners and, as part of its contracting processes, it includes specific prohibitions against the use of modern slavery, and expects that its suppliers will in turn hold their own suppliers to the same standards. Identifying potential victims of modern slavery can be a challenge because the crime can manifest itself in many different ways. There is a spectrum of abuse and it is not always clear at what point, for example, poor working practices and lack of health and safety awareness have become instances of human trafficking, slavery or forced labour in a work environment. In addition, some suppliers may go to great lengths to hide the fact that they are using slave labour. However, the Company accepts that it has a responsibility through its due diligence processes to ensure that workers are not being exploited, that they are safe and that relevant employment, health and safety and human rights laws and standards are being adhered to, including freedom of movement and communications. This policy applies to all individuals working for the Company or on the Company’s behalf in any capacity, including employees, directors, officers, agency workers, volunteers, agents, contractors, consultants and business partners. Responsibility for the policy The Board of Directors has overall responsibility for ensuring that this policy complies with the Company’s legal and ethical obligations. The Group Human Resources Director has day-to-day responsibility for implementing this policy, monitoring its use and effectiveness and auditing internal control systems and policies and procedures to ensure they are effective in preventing or remediating the risk of modern slavery. They are also responsible for investigating allegations of modern slavery in the Company’s business or supply chains. Line managers are responsible for ensuring that those reporting to them understand and comply with this policy. Compliance The prevention, detection and reporting of modern slavery in any part of the Company’s business or supply chains, whether in the UK or abroad, is the responsibility of all those working for the Company or under the Company’s control. You are required to avoid any activity that might lead to a breach of this policy. If you believe or suspect a breach of or conflict with this policy has occurred or may occur, you must notify your line manager or report it in accordance with the Company’s Whistleblowing Policy. You are encouraged to raise concerns about any issue or suspicion of modern slavery in any part of the Company’s business or supply chains as soon as possible. If you are unsure about whether a particular act, the treatment of workers or their working conditions within any of the Company’s supply chains constitutes any of the various forms of modern slavery, please raise it with your line manager, Human Resources or you can also contact the government’s Modern Slavery Helpline on 0800 0121 700 for further information and guidance on modern slavery. 70

The Company aims to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. The Company is committed to ensuring no one suffers any detrimental treatment or victimisation as a result of reporting in good faith their suspicion that modern slavery is or may be taking place in any part of its business or in any of its supply chains. Training and communication Regular training on this policy, and on the risk that the business faces from modern slavery will be provided to managers and supervisors as necessary, so that they know how to identify exploitation and modern slavery and how to report suspected cases. The Company’s zero tolerance approach to modern slavery must be communicated to all suppliers, contractors and other business partners when entering into new or renewed contracts with them. Breach of the policy Any employee who breaches this policy will face disciplinary action, up to and including summary dismissal for gross misconduct. The Company may terminate its commercial relationship with suppliers, contractors and other business partners if they breach this policy and/or are found to have been involved in modern slavery. Please refer to the full Company Modern Slavery Policy. Personal Property Personal property, including motor cars, money and other valuables on Company property, is there entirely at the employee’s risk. The Company will not accept responsibility for loss or damage to such property. Personal effects left in Company vehicles are not covered by the Motor Trade Insurance Policy. Company Property The Company would like to remind all employees that the removal of any item for personal gain from the Company premises or any Company or customer vehicle will be considered as theft and thus gross misconduct. Any accessory or fixture that is fitted or contained within any of our new or used vehicles is Company property and the removal of such items from our premises by an employee will be treated in the same way as the theft of any other item of Company property. The likely result is summary dismissal. Additional appropriate action may also be taken to recover the items or the value of the items. The same principle applies to scrapped parts and warranty parts. All these items are the property of the Company and not to be removed from the Company premises. 71

Employee Handbook Section 2 Clear Desk and Clear Screen Policy The objective of this policy is to ensure the confidential security of our business and our customers. It is the responsibility of all employees to comply with this policy and implement the following procedure. At the end of each day, or when desks/offices are unoccupied, the desk surface and working area should be tidy and clear. Confidential information should be stored away in a drawer or filing cabinet. Confidential waste should be shredded. Under no circumstances should this type of waste be thrown away in normal rubbish bins. Whenever an employee leaves their desk and the PC is switched on, it is essential that the workstation is locked. Locking your screen not only prevents someone else from using your PC which is logged on in your name, but it also prevents someone from reading information on your screen which may be confidential. Company Cars Policy (Company car drivers only) Usage Where appropriate, the Company will supply a vehicle of their choice, which they will tax, insure and maintain. This vehicle will be made available for business and reasonable private use. The Company will always attempt to make a vehicle available, but this may not always be possible. Mechanical It will be the employee’s responsibility to ensure that the vehicle is kept clean and tidy and is always in good order throughout. Any mechanical problems must be reported to the employee’s line manager immediately. It will be the employee’s responsibility to ensure faults are corrected quickly and efficiently, as the vehicle can be called upon to be used for demonstration purposes at any given time. Accidents/damage Any vehicle allotted to any employee becomes their responsibility and should the vehicle be damaged the employee may be liable for the insurance excess, unless this can be recovered from a third party. It is in an employee’s interest to obtain all information when damage occurs, so that this may be recovered. Please refer to the Company’s Vehicle Accident Policy. HMRC The Company will agree a value with the HMRC for the personal use of the vehicle for evaluation of personal tax liability. Where the Company also makes a fuel allowance, employees are reminded that this is also seen as a benefit in kind and will be taxed accordingly as per current legislation. Eligibility No Company vehicle is to be lent to friends or driven by any other person than a genuine prospective customer. A prospective customer may only drive the vehicle with an employee in attendance, unless prior approval has been given by a Director. If an employee requests for someone else to drive his/her Company vehicle, for example a spouse/partner, then written permission must be obtained at Director Level. If granted the authorised driver may only drive the vehicle with the employee in attendance in the vehicle. Fitted extras No extras or equipment can be fixed in the vehicle without the prior permission of the Company. 72

Holiday use Permission will be required for a vehicle to be used when on holiday. If an employee intends to travel in excess of 500 miles they must inform the Company before departure. Vehicles must not leave mainland Britain without the written consent of an appropriate Director. A ‘Permission to take a Company Vehicle Abroad’ form should be obtained from the Human Resources department and employees must have a green card provided by our insurer before the business can authorise them to travel with a Company vehicle. Additional costs e.g. insurance etc. will be the responsibility of the employee. Motoring offences Any motoring offence resulting in a fine is the responsibility of the employee, not the Company. Misuse or unauthorised use of a Company Vehicle please refer to the Company Vehicle Accident Policy. Policy regarding the use of hand-held devices (e.g. mobile telephones) for Company car drivers The Company has introduced the following policy to ensure that we comply with the relevant legislation and inform all employees of the legislation governing the use of mobile telephones whilst in control of a vehicle and engaged on Company business. The Road Vehicle Regulations 2003 introduced a specific offence relating to the use of mobile telephones whilst driving, such that any person who either: • Drives a motor vehicle whilst using a hand-held device; • Causes or permits another person to drive whilst using a hand-held device; • Supervises the holder of a provisional licence whilst using a hand-held device whilst the provisional licence holder is driving will face a fixed penalty and three points or prosecution and a fine on conviction in court. The Regulation defines a ‘hands-held device’ and ‘driving’ in the following terms - a hand-held device is something that “is held at some point during the course of making or receiving a call or performing any other interactive communication” and includes any dual or multi-purpose device that can be used both as a mobile phone and/or a 2-way radio. Cradling the device between ear and shoulder counts as being ‘held’. The definition of ‘driving’ is not dependent on the vehicle being in motion at the time a call is either made or received. Driving includes the time when the vehicle is stationary at traffic lights, junctions and the time when the vehicle is stationary due to a hold-up and it is anticipated that the vehicle might be able to move off after a short period. Policy and procedure Employees should not use hand-held mobile telephones whilst driving a vehicle and engaged on Company business. With regard to ‘hands-free’ mobile telephones, if you can genuinely operate the mobile telephone without holding it, calls made or received in this manner will not be covered by the new offence. However, there is still a risk of prosecution under existing legislation for failing to have proper control of a vehicle if using a hands-free mobile telephone whilst driving. 73

Employee Handbook Section 2 Employees who do not have a hands-free kit/Bluetooth are advised to switch off their mobile telephone when driving. A call should only be made and taken when the vehicle is safely parked and the engine is turned off. In the event that an employee wishes to use their mobile telephone to contact the office or a customer then the call should only be made when it is safe and lawful to do so. Where an employee is considered to have breached the above policy then they will be subject to the Company’s disciplinary procedures. Road Safety Policy The Company recognises that a significant proportion of road accidents nationally can be connected with work-related activities. In order to comply with the responsibilities for the management of health and safety, the Road Safety Policy clearly sets out the control measures in place to minimise the risks, both to its employees and also to other road users. Directors are responsible for ensuring that this policy is implemented through the Management team. Line managers are responsible for ensuring that all their team members are familiar with and abide by the Road Safety Policy. All employees are responsible for ensuring that they follow the Road Safety Policy and for following the guidance given. All vehicles used for business, regardless of whether they are owned by the Company, leased or provided by the employee for occasional business use and the costs claimed as expenses, must be taxed, insured for business use, have a current MOT (as necessary) and be roadworthy. It is the responsibility of the employee to check the car is roadworthy, particularly the condition of tyres, weekly. Drivers on Company business must observe all road traffic laws at all times. Eating, smoking and the use of hand-held phones are not allowed whilst driving a Company vehicle or whilst a vehicle is used for business. As guidance, no more than 500 miles and eight hours continuous driving should be spent driving a vehicle on Company business. Line managers will monitor their team’s driving patterns and where necessary will take guidance from the Human Resources department Where necessary employees must consider overnight stays to reduce daily driving time. Employees must consider whether they are fit to drive, before each occasion they get behind the wheel. Factors to take into account include tiredness, alcohol consumption, and the side effects of any medication. Employees must only drive when they are certain they are physically fit to do so. When undertaking long business journeys, then the route to be taken and breaks should be planned in advance. Normally, a break should be taken after no more than three hours. All Company vehicles will be provided with a first aid kit. Please also ensure you carry a high visibility jacket and torch as part of a safety kit for use in the event of an accident or breakdown. In the event of a vehicle breakdown/accident, the user should instigate the recovery procedure as advised by the Company. They should ensure that they put themselves in a position which minimises the risk of injury, e.g. on a motorway they should not remain in a car on the hard shoulder, rather move well away from the vehicle off the carriageway and wear their high visibility jacket. Thereafter they should inform their relevant line manager and a member of the Human Resources team of the situation. 74

The driver of a motor vehicle involved in an accident causing damage or injury to any persons, vehicle, injury to animals, or roadside furniture, must stop and if asked to do so, give their name and address, the name and address of the owner of the vehicle and also the registration marks of the vehicle and particulars of their insurance to any persons having reasonable grounds to request them. If for any reason these particulars are not given at the time of the accident, then the accident must be reported to the police as soon as reasonably practical and in any case within 24 hours of its occurrence. The report must be made by the driver of the vehicle in person at a police station or to a constable. No liability for the accident should be admitted. Irrespective of the exchanging of details at an accident, if anyone is injured, the accident must be reported to the police as soon as possible and in any case within 24 hours. The police may require sight of the vehicle’s documents within five days. All road traffic accidents must be reported to the Human Resources department and will be investigated under the accident procedure, regardless of whether they actually result in injury. A Company Accident Report form must be completed at the earliest opportunity. Please Read the full Road Safety Policy. Medical Leave Appointment Policy We value the health and well-being of all employees, and therefore offer flexibility in recognising that there are occasions when paid time off should be considered for medical appointments Appointments should be arranged outside working hours where possible. However, where this is not possible we allow time off with basic pay for a total of 4 hours paid medical appointment per rolling year. If this entitlement is exhausted medical appointments will be unpaid. In order for payment to be made, permission for absence must be obtained from the line manager and Human Resources department prior to the date of the appointment, with at least seven days’ notice, where possible using the absence request form. Appointments should be arranged at the beginning or end of the working day where possible. Evidence of the appointment will be required. You must clock out in TMS when you leave for your appointment and, if you return in the same day, you must clock back in when you return. Routine doctors and dentist appointments should be arranged outside working hours where possible. Where routine appointments have to be taken during the normal working day these should be at a time of the shift/ day, which will be least disruptive and any lost time should be made up. If this is not possible due to business reasons, the time will be unpaid unless taken as part of paid medical leave entitlement. 75

Employee Handbook Section 2 Adverse Weather Policy This policy offers guidance for staff that face difficulties in getting to and from work due to extreme weather conditions. It is designed to promote fairness and consistency in the treatment of colleagues throughout the sites. The management expect all employees to make every reasonable effort, taking into account issues of personal safety, to attend work during inclement weather conditions. Personal safety is paramount and must influence any decision to travel regardless of mode. Extreme Weather leave is unpaid If you cannot report for duty you will be given the option of: • taking a days’ annual leave • taking a day’s unpaid leave • where operationally feasible making the time up during the following month. NOTIFICATION As the need for adverse weather leave is likely to be an unforeseen event, it may not be possible for you to contact advise your manager in advance. You should, however, make every effort to inform your Manager, as soon as possible about your absence. Staff who do not report for work and fail to contact their Line Manager will be recorded as an unauthorised absence. 76

Section 3 Benefits Any staff benefit is subject to continual review and is not an automatic contractual right. Benefits can be discontinued if not deemed to be in the best interests of the Company. Entitlement to all benefits is on completion of the three-month probationary period. Cycle to Work Scheme The Company has signed up to the government Cycle to Work Scheme. For more information on purchasing a bicycle free from Tax and NI please refer to the literature on the shared drive. Introduction of an Employee The Company operates an introductory bonus scheme for all colleagues unless you are involved in the recruitment process for that position. Should you wish to nominate a friend, family member or ex colleague for a position within the Company you should contact the Human Resources department. Managers within the Company are eligible for the bonus where the nomination is for a role outside of their own department (line manager dealership level) and Dealership for General Managers/Site Managers. Where a person is introduced to the Company for a full or part time permanent role, (excludes casual and temporary employees) and successfully completes the probationary period, a payment of £250 will become payable to the introducer. An employee will be eligible for the payment provided they are still in employment with the Company. This is a taxable bonus which will be issued through payroll along with the salary payment. Life Assurance/Death in Service Once an employee has successfully completed their probationary period, all full and part-time staff will automatically be covered for death in service. This takes the form of an insurance policy that provides a lump sum benefit for the employee’s family in the event of his/her death whilst in the Company’s employment. The contract of employment will stipulate the level of cover. This benefit is offered to employees up until their 75th birthday. Employee Discount Scheme Employees become eligible to qualify for this benefit on completion of their probationary period. Sales New Cars – the Company is able to offer attractive discounts to staff purchasing new cars through the staff discount scheme. Please speak to the relevant Sales Manager. 77

Employee Handbook Section 3 Aftersales: • Warranties - At cost. • Parts - At trade. • Labour - Current retail charge less 50%. • MOT - Two per year permitted for each employee at a cost of £20. Any employee found abusing the scheme will have the benefits withdrawn immediately My Work Life Offers My Work Life is an online portal with a wide array of exclusive discounts, gift cards and vouchers. You will be able to save money throughout the year at hundreds of high street retailers, supermarkets, restaurants, for days out and much more. Offers range from instant eGift Cards, online offers, reloadable gift cards and vouchers for top brands. These savings change weekly, and the amount you save is constantly changing, so it is well worth keeping your eye on what are the latest discounts. Whether it’s your next holiday, the weekly supermarket shop, or a big tech purchase - there are savings to be made for everyone. You will be issued with information regarding registering at your Company induction and you can keep up to date with new offers at www.edenred.co.uk, and make the most of the available savings. Please contact a member of the Human Resources team for more information. Staff Retail Purchase Scheme Employees of the Sandown Group who have successfully completed their probationary period will be able to access up to 2 vehicles through the Retailer Staff Scheme The Sandown Retailer staff purchase Scheme is an exclusive employee benefit. The scheme provides employees of the Sandown Group access to up to two vehicles. This is a fantastic opportunity for Sandown employees and their family to drive our incredible product range. Selected vehicles will be available on 18 month contracts. Please note that the employee will be entering into an 18-month financial agreement with MBFS which will be subject to a credit check and payments made via a monthly direct debit. Where a car is ordered for a family member there will be joint liability and both parties will be subject to a credit check. Please refer to the full Sandown Staff Retail Scheme policy which should be read in conjunction with the information provided on the website www.mercedes-benz.co.uk/retailercarscheme where there is an extensive FAQs section. 78

Section 4 Additional Information Notice Boards All employees should ensure that they keep up-to-date with information posted on notice boards, particularly with regards to any statutory regulations and Company rules. Only Company posters/notices are to be posted on notice boards. Lockers Lockers are available in the workshop areas for employees’ personal use. The relevant line manager will allocate a locker to you upon request. Employees will be required to provide a key/replacement keys if they are responsible for the loss or damage of the key. Jury Service If an employee is required to attend court for jury service during normal working hours, leave of absence will be granted. No payment will be made by the Company. It is the employee’s responsibility to claim any expenses incurred and loss of earning from the court. Please pass your loss of earnings form to the Human Resources department for completion. Time Off for Civic Duties Whilst the Company acknowledges any employee commitment to civic duties such as reservists, and will support you where possible, all training courses and subsequent commitment in relation to the reserves should be taken as part of your annual holiday. Receiving of Gifts (please also refer to the Anti-Bribery Policy) Employees are required to act professionally at all times with employees, suppliers and customers. Any offers of gifts, rewards, hospitality etc. should be notified to a Director who will decide on its suitability. Alterations From time to time, as necessitated by changes in legislation or Company policies and procedures, the details or documents referred to in this Handbook may change. Amendments will be posted in red on the online version of the Employee Handbook. Employees will need to keep up-to-date by reading the notice boards and any documentation issued to them. Religious Requirements and Prayer Facilities Please contact the Human Resources department if you wish to discuss any requirements connected to this matter. Expressions of Interest Unless prevented by incapacity, employees will devote the whole of their time, attention and ability during working hours to their duties. They will actively promote the business interest of the Company and will comply with all reasonable directions and instructions given by the Company. 79

Employee Handbook Section 4 Exclusive Employment During the period of your employment with the Company, employees must not engage in any other paid employment or carry out any trade, profession or business which is prejudicial to the interests of the Company. Employees are forbidden to transact any business on their own account which may be business properly undertaken by the Company, unless there has been prior written permission to do so. No employee shall hold a directorship of any other business without the prior written permission of the Company. Employees are also reminded that whilst both at work and away from work they are a representative of the Company and should act accordingly at all times. Collections Before any sort of monetary collection is made, please obtain permission from your line manager. Private Correspondence and Telephone Calls/Post All mail received by the Company will be opened by an authorised Company official. The Company is under no obligation to accept private correspondence or parcels sent to employees at the Company’s address and accept no responsibility for such correspondence or parcels. Any item of post being sent out through the Company system that looks like it may be personal in nature will not be franked and will be removed until legitimacy has been established. Using the Company’s resources to post out personal mail is considered a disciplinary offence and will be dealt with us such. Please do not put those employees responsible for the post in a difficult position by requesting that they frank personal mail on your behalf. Incoming personal telephone calls whilst permitted should be kept to a minimum. Company telephones are not to be used for private calls, except in the case of an emergency or in circumstances approved by your line manager. References On leaving the business please send all reference enquiries to the Human Resources department. It is the employee’s responsibility to make the Human Resources team aware should they not wish for the Company to provide any future employer with a reference. BEN – Automotive Industry Charity BEN an independent charity that offers care and support to those who work in the automotive industry. BEN offer services which focus on peoples’ health and wellbeing - financial, physical, mental and social. BEN can also help to provide care for those in later life at a BEN care centre or in their own homes. Everyone who works, or has worked, in the automotive industry can access BEN’s confidential, free support services for themselves and their family dependants, via the website, live chat service and the telephone helpline. Visit: www.ben.org.uk Call: 08081 311 333 E-mail: [email protected] 80

Sandown Employee Assistance Programme (EAP) All Sandown employees that have access to the Sandown Employee Assistance Programme. The Company engage the services of Health Assured who offer their Telephone Assistance Plus service. Telephone Assistance Plus provides all employees with access to the following services without charge: • Comprehensive telephone helplines available 24 hours a day, 7 days a week offering practical information and emotional support including: • Counselling and emotional support • Family issues • Bereavement • Trauma • Relationship issues • Stress related conditions • Tax information • Money management and debt support • Personal legal information • Medical information (available Monday to Friday, between 9am and 5pm) • Up to six structured telephone counselling sessions, per issue for employee, partner or spouse and dependents (between the ages of 16-24 in full-time education) • Online health and wellbeing portal www.healthassuredeap.com which provides access to extensive well-being resources including four-week programmes, videos and webinars and access to our Health e-hub mobile app This service provides important assistance to our employees who may need additional support during challenging times in their lives. If you would like to contact Health Assured: User name is Sandown Password is EAP. If you have any questions or queries regarding the service then please do not hesitate to contact a member of the Human Resources team 81

Employee Handbook Section 4 Site Locations for the Sandown Group Admin Support Office: Customer Contact Hindhead Centre/Human Resources and Payroll Mercedes-Benz of Hindhead Sandown Unit 5, New Fields Business Park Seven Thorns Lane Bramshott Chase Hindhead, GU26 6DF Stinsford Road, Poole BH17 0NF Telephone: 01428 606660 Telephone: 01202 666330 Basingstoke Poole Mercedes-Benz and smart of Basingstoke Mercedes-Benz and smart of Poole Edison Road, Basingstoke RG21 6YH Holes Bay Road, Poole BH15 2BD Telephone: 01256 464050 Telephone: 01202 666330 Cobbett Park Office: Online Salisbury Unit 4, Cobbett Park Mercedes-Benz of Salisbury Slyfield Industrial Estate Southampton Road, Salisbury, SP1 2JS Guildford GU1 1RU Telephone: 01722 411555 Dorchester Newbury Mercedes-Benz of Dorchester Mercedes Benz of Newbury and smart of Newbury Millers Close, Dorchester DT1 1SS 123 London Road, Newbury RG14 2BX Telephone: 01305 264494 Telephone: 01635 524444 Guildford Farnborough Mercedes-Benz and smart of Guildford Mercedes Benz of Farnborough Slyfield Industrial Estate, Moorfield Road Unit 1B, Hawley Lane Trade Centre Guildford GU1 1RU Farnborough GU14 8EH Telephone: 01483 654000 Telephone: 01252 490643 82

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Sandown Group Mercedes-Benz of Basingstoke Edison Road, Houndmills, Basingstoke, Hampshire RG21 6YH 01256 464050 Mercedes-Benz of Dorchester Millers Close, Dorchester, Dorset DT1 1SS 01305 264494 Mercedes-Benz of Guildford Moorfield Road, Slyfield Industrial Estate, Guildford, Surrey GU1 1RU 01483 654000 Mercedes-Benz of Hindhead Seven Thorns Lane, Bramshott Chase, Hindhead, Surrey GU26 6DF 01428 606660 Mercedes-Benz of Poole Holes Bay Road, Poole, Dorset BH15 2BD 01202 666330 Mercedes-Benz of Salisbury Southampton Road, Salisbury, Wiltshire SP1 2JS 01722 411555 Mercedes Benz of Farnborough Unit 1B Hawley Lane Trade Centre Farnborough GU14 8EH 01252 490643 Mercedes Benz of Newbury 123 London Road, Newbury RG14 2BX 01635 524444 www.sandown-group.co.uk