Team Member Handbook

Team Member Handbook YES I CAN! 1

TABLE OF CONTENTS 1. MESSAGE FROM OUR ISLAND CHIEF 3 14. COMPENSATION BENEFITS 20 2. OUR HISTORY & HERITAGE 3. OUR BRAND 4 14.1 -Annual Leave 20 4. OUR VISION 5. OUR CULTURE & BELEIFS 4 14.2 -Sick Leave 21 6. RESPONSIBLE BUSINESS 7. WELCOME TO MALDIVES 5 14.3 -Maternity Leave 21 8. RESORT INFORMATION (OUR HOME) 9. GROOMING STANDARD 5 14.4 -Paternity Leave 21 9.1 -Personal Hygiene 6 14.5 -Leave Without Pay 21 9.2 -Uniform 9.3 -Name Tag 6 14.6 -Emergency Leave 21 10. TM Appearance (Female) 10.1 -Hair 7 14.7 -Public Holiday 22 10.2 -Make Up 10.3 -Nail & Nail Polish 12 14.7 -Circumcision Leave 22 10.4 -Fragrance 10.5 -Jewellery & Accessories 12 15. ACCOMMODATION & FACILITIES 22 10.6 -Head Scarf 11. TM APPEARANCE (Male) 12 15.1 -Basic Rules 22 11.1 -Hair 11.2 -Facial Hair 12 15.2 -Noise & Disturbance 22 11.3 -Nail & Nail Polish 11.4 -Fragrance & After Shave 13 15.3 -Staff Canteen 23 11.5 -Jewellery & Accessories 11.6 -Socks 13 15.4 -Mosque 23 12. EMPLOYMENT POLICY 12.1 -Recruitment 13 15.5 -Staff Shop 23 12.2 -Hiring of former team member, 13 15.6 -Staff Laundry 23 Friends and Relatives 12.3 -Letter of Offer and 13 15.6 -Staff Gym 23 Appointment 13 15.7 -Staff Notice Board 23 12.4 -Employment Records 12.5 -TM Identification Card 13 16. THE BASICS (HOUSE RULES) 24 12.6 -Probation Period 12.7 -Orientation & Induction 13 16.1 -Code of Conduct 24 12.8 -Work Visa 12.9 -Performance Appraisal 13 16.2 -Personal Packages 24 12.10 -Promotion 12.11 -Termination of Employment 13 16.3 -Caring for our home 24 12.12 -Working Hours 12.13 -Overtime 13 16.4 -Guest Facilities/Areas 24 12.14 -Weekly Day Off or Rest Day 12.15 -Duty Roster 13 16.5 -Guest Privacy 24 12.16 -Breaks 12.17 -Opportunities & Transfers 13 16.6 -Acceptance of gifts from Guests 25 12.18 -Additional Roles & Tasks 13. SALARIES 13 16.7 -Right of Search 25 13.2 - Bonus, Allowance & Commission 13.3 - Pension Scheme 14 16.8 -Mobile Device 25 13.4 - Salary Statement 13.5 - Service Charge 14 16.10 -Smoking 25 13.6 - Overtime 13.7 - Salary Review & Increment 16.11 -Drug Free Work Place 25 13.8 - Final Settlement 14 16.12 -Mandatory Drug & Urine Testing 25 17. GRIEVANCES 26 14 18. DISCIPLINARY & MISCONDUCTS 26 15 18.1 -Minor Offences 26 15 18.2 -Major Offences 27 15 18.3 -Grievous Offences/Gross Misconduct 27 15 18.4 -Suspension & Demotion 28 15 19. INFORMAL DISCIPLINARY PROCEDURE COUNSELLING 29 16 20. FORMAL DISCIPLINARY PROCEDURE 29 16 20.1 - Second Warning – Written 29 16 20.2 - Third & Final – Written 29 18 20.3 - Dismissal 29 18 21. WELFARE SERVICE AND ACTIVITIES 30 18 22. FAMILY AND FRIENDS 30 18 23. APPRECIATION AND REWARDS 30 19 24. HEALTH AND SAFETY 30 19 25. CONFIDENTIALITY 34 19 19 19 20 20 20 20 20 20 2

1 – OUR ISLAND CHIEF “A wise man once said that People may not remember exactly what you did or what you said, but they will always remember how you made them feel”. My fellow team members, I am extremely delighted as we set off on our exciting journey together as a family to make countless memorable experiences every day, everywhere, every time for all who walk through our doors. It is my privilege to walk side by side with all of you who has been chosen specifically to share the same enthusiasm, excitement and passion as I have, as we build our reputation to be the company of choice for our guest and talent like yourself appointed to deliver our service philosophy YES I CAN and be the true differentiator that will set us apart from others. Here at Radisson, we believe that you, our staff, are our biggest asset. May this be the beginning of a very successful journey… Welcome to the TRUE BLU FAMILY! Zafer Agacan General Manager 3

2 – OUR HISTORY & HERITAGE: We have more than 75 years of hospitality experience. With that experience, Radisson Hotel Group has grown to become one of the largest hotel companies in the industry with a powerful set of brands that deliver world class hospitality and exceptional service. Radisson Hotel Group is one of the world's largest and most dynamic hotel groups with eight distinctive hotel brands with more than 1,400 hotels in destinations around the world. Our portfolio of hotel brands includes: Radisson Collection™, Radisson Blu®, Radisson®, Radisson RED®, Park Plaza®, Park Inn® by Radisson, Country Inn & Suites® by Radisson and Prizeotel. 3 – OUR BRAND: Radisson Blu® is an upper upscale hotel brand that delivers a positive and personalized service in stylish spaces. Characterized by attention to small details and a Yes I Can! service philosophy, Radisson Blu hotels are designed to make a big difference and inspire unforgettable experiences with every stay. Through personalized service and local nuance, each stay at a Radisson Blu hotel offers a truly individual guest experience. Radisson Blu hotels are in major cities, key airport gateways and leisure destinations. 400 Hotels: • EMEA: 317 Hotels • Asia Pacific: 74 Hotels • America: 9 Hotels 1960 The Royal Copenhagen by Arne Jacobsen in Denmark was hailed as the world’s first designer hotel • Carlson entered the hotel business in the Americas through a 50 percent interest in the Radisson Downtown • Hotel in Minneapolis 1986 Carlson Hotels and SAS International Hotels signed a partnership to bring the Radisson® brand to Europe • Carlson Hotels launched the Country Inns & Suites® By Carlson brand 1987 • SAS International Hotels signed a franchise agreement with Carlson Hotels to manage the Radisson brand in EMEA, which would later become Radisson Blu 1994 • Carlson Hotels launched the guest loyalty program now known as Radisson Rewards 1999 SAS International Hotels became The Rezidor Hotel Group and acquired franchise rights to Regent Hotels & Resorts, • Park Inn and Country Inns & Suites by Carlson 2002 Carlson acquired 25 percent ownership of The Rezidor Hotel Group, solidifying the company’s commitment to global • growth 2005 The Rezidor Hotel Group completed an initial public offering on the Stockholm Stock Exchange. Carlson purchased • additional shares, increasing its ownership to 35 percent 2006 Carlson increased ownership in The Rezidor Hotel Group to 41.7 percent • Radisson SAS brand name was updated to Radisson Blu 2007 First Hotel Missoni opens in Edinburgh to great acclaim • Radisson Blu became the Largest Upscale Hotel Brand in Europe, per MKG 2009 Park Inn becomes Park Inn by Radisson • Rezidor named one of the Most Ethical Companies of the World by Ethisphere Institute • 2010 • • • 4

2012 Carlson increased its ownership in The Rezidor Hotel Group to 51 percent, and the two joined forces in a strategic • partnership and went to market as Carlson Rezidor Hotel Group Carlson Rezidor Hotel Group is named Hotel Group of the Year at Worldwide Hospitality Awards 2012 • Carlson Rezidor Hotel Group announced a new brand in the luxury segment, Quorvus Collection 2014 Carlson Rezidor Hotel Group announced a new brand in the upscale lifestyle select segment, Radisson RED • • HNA Tourism Group acquired Carlson Hotels, Inc. The Rezidor Hotel Group entered the economy segment with a 49% stake in prizeotel 2016 • Federico J. González became Rezidor’s President & CEO and Chairman of the Global Steering Committee • HNA Tourism Group Co., Ltd. announced a mandatory public offer to acquire all shares in Rezidor 2017 Country Inns & Suites By Carlson becomes Country Inn & Suites by Radisson • Carlson Rezidor Hotel Group becomes the Radisson Hotel GroupTM • A new global brand architecture, introducing Radisson in EMEA and launching a Radisson Collection Radisson Hotel Group rebrands Club Carlson loyalty program to Radisson Rewards 2018 Rezidor Hotel Group AB renames to Radisson Hospitality AB on May 7, 2018 • A consortium led by Jin Jian International Holdings Co. Ltd (Jin Jian International) completed acquisition of Radisson • Hospitality, Inc. • • • • 4 - OUR VISION: Our long-term vision is to be the company of choice for guests, owners and investors, and talent. Whenever a guest plans a trip, or an investor or owner is thinking of a partner, or whenever someone is looking for a job in the hospitality industry, they will all think of Radisson Hotel Group first. As global travel continues to grow, the world becomes a village and travel has the power to create meaningful connections and mutual understanding between people and communities. 5 - OUR CULTURE & BELIEFS: At the heart of Radisson Hotel Group is our brand promise, Every Moment Matters. More than our signature, it is simply how we do business and who we are at the core. We help to ensure our success by aligning our team members around our core beliefs: • We deliver memorable moments every day, everywhere, every time. • We enjoy serving with our “Yes I Can!” spirit. • We grow talent, talent grows us. • We are many minds, with one mindset. • We value open and direct interactions to build trust. • We believe anything is possible. • We have fun in all that we do. 5

6 - RESPONSIBLE BUSINESS: THINK PEOPLE At Radisson Hotel Group, we believe that people are at the centre of a successful hospitality business. The foremost way to be a responsible company is to have ethical business practices at the core of our culture. Our ethical standards can be seen every day in the way we treat all our stakeholders from customers and team members to suppliers and other business partners. We believe in providing meaningful employment, developing our team’s talents and increasing young people’s employability. We also promote human rights, business ethics and diversity in our hotels, our business network and our supply chain. THINK COMMUNITY We strive to provide a global work environment where our team members can live our signature Every Moment Matters; empowering them to grow, succeed and contribute to the communities where they live and work. In more than 1,000 destinations around the world, we partner with organizations that work in our communities to provide basic human needs such as food and shelter and create better futures such as: • Our international partnership with SOS Children’s Villages International who work in 135 countries and territories to ensure that children grow up in a safe and caring family environment so they can develop and reach their full potential. • Water initiatives that help women care for their families and girls attend school instead of fetching water. • Enabling a better future for vulnerable young people with various programs delivering employability and life skills. THINK PLANET Our Sustainability actions support preservation of natural resources and destination while contributing to the bottom line and enhancing our ability to deliver the value of our customer’s expectations. In addition to Radisson Hotel Group of Company-wide initiatives, we believe the travel and hospitality industry and other partners together can be a force for good. We participate in significant collaborative initiatives to help build a better planet for all. 7- “MARUHABA”- WELCOME TO MALDIVES (Your Home Away from Home): The Maldives Islands are located in the Indian Ocean between 7° 06'N to 00° 45' S latitudes and 72° 13'E to 73° 45' Longitudes about 480 km South west of Cape Comorin, India and 650 km South west of Sri Lanka. It comprises of 22 natural atolls and some 1190 islands. Maldives has deep blue seas, turquoise reefs, white sandy beaches and palm trees. It is also a place full of character, where its people have long spent their days languishing in the very essence of idyll living. The islands have population of about 280,000 scattered over 200 islands. The capital Malé, which is not more than 3 sq. km. has a population of over 60,000 is located almost in the centre of the archipelago. The population is young, 50% of the population is under 18 years of age and the population growth rate is 3.4%. Time: GMT+5hrs Capital island Male’ Inhabited islands: 200 Population: Approx. 436,330 Major industries: Tourism and Fishing Currency: Rufiyaa (USD 1 = MRF 15.42) Electricity: 240 AC Gov’t Working hours: 8:00 am to 3:00 pm Sun. to Thursday Bank hours: 9:00am to 02:00 pm Sun. to Thursdays Prohibited: Alcohol and Pork items 6

Climate and Weather The climate is of Maldives is totally governed by the monsoons. There are two monsoons - the south west and the north east monsoons. The south west monsoon (May - Oct) brings rain and the seas are moderate to rough during the SW monsoon winds. The north east monsoon (Nov-April) are marked by calmer and dry conditions. Surface currents and winds, humidity and rainfall and temperature and salinity are strongly affected by the monsoons. 8 – OUR HOME: Radisson Blu Resort Maldives is Located on the southern part of Maldives’ Alifu Dhaalu Atoll, Huruelhi island. Radisson Blu Resort Maldives is situated 105 kilometres from Male International Airport. The hotel is accessible within a 25-minutes seaplane journey or by a 30-minutes domestic flight from the Maamigili Airport, followed by a 12-minutes speedboat ride to the resort. Featuring 128 exclusive villas including family villas, and a premium overwater villa, the resort is set to strike a balance between stylish contemporary design and a truly Maldivian resort experience with breath taking views of the Indian Ocean. Our Rooms I Suites I Villas: • 128 Stylish Over Water and Beach Villas • 23 Beach Villas & Suites • 105 Over Water Villas & Suites • 8 Villas Type • Contemporary design and modern amenities • All rooms feature a private pool • Complimentary high-speed Wi-Fi and IPTV • Spacious bathrooms with standalone tubs and rain showers • Spectacular views of the expansive waters of the Indian Ocean. 7

Dining Facilities: ALI FAAN RAHAA MA H U R A B If this is an adventure, then Neeloofaru is where it all begins. Offering three distinct and unique venue, all laid out in a progressive flow of diner experience. Its architectural design celebrates the elegancy and purity of a water lily, floating elegantly throughout the chaos of the world, without a care of time. MAIN RESTAURANT - Raha (All Day Dining) • Inspired by Asian flavors, spices & colors of ingredients offers a Food show that spans from this side of the globe to the next. • Western influences in seasoning and cooking methods, will Combine both world, into an array of aromas & tantalizing Flavors. MAIN BAR – MAHURAB BAR • As the main bar of the entire resort, our mission is to bring excitement and innovation to traditional cocktails and ordinary bar experience. Here you have your selection of wine and cigar. • The style of Food is simple, ease to relate & identify, salty, spicy & seasoned. Ideal for this venue where habits meet heritage. • At Mahurab, there’s always great beverage. Whether you choose a good old beer, A sophisticated cocktail, or exploring further entering our domain of research, we are sure to satisfy any liquid fantasy. We washed, infused, mixed, smoked, aged our Spirits and give them soul, let them talk to You. 8

ALIFAAN - Mediterranean Restaurant • ALIFAAN comes from the Maldivian word for fire which has been the life blood to seafaring cultures for thousands of years. It provides nourishment, a gathering point to share the success of the day’s catch and for celebrations to appease the Gods. The menu is predominantly cooked over of fire which has proven to be one of the world’s most wholesome and satisfying ways of eating. Dishes lean towards Mediterranean cuisine yet bear the mark of Latin and Oriental influences and feature locally caught seafood. Dishes are served on large plates which are ideal for a long, leisurely family-style meal. The open-air, open-plan restaurant is thoughtfully designed with natural tones and features a central show kitchen and is layered with mixed seating for couples and groups. ADULT BAR—Crusoes • Inspired by the great exploring legend Robinson Crusoe, this ‘castaway chic’ bar is another hidden gem on the island. This is a shelter for the great voyagers, those who left home and came to this far away land. Crusoe’s Bar is a multipurpose venue that combines a double-decker bar that over hangs the beach advances toward the ocean. • The logo of a mermaid for Crusoe’s is inspired by the Restaurant concept itself whereby men who have ventured into the seas and oceans reported seeing mermaids during their voyages. Mermaids were renowned for their feminine essence, to be the epitome of a female beauty. • The legend goes that the men captivated by the charms and the beauty of the mermaids have to make a decision, one to follow the love and let their heart become vulnerable, and to live fully in her love and the attraction she hold over him, or the other decision to walk away and keep her only as a memory of a distant long-ago love. 9

KABUKI (Specialty Restaurant)KABUKI 歌 舞 伎 • Japanese & Latin American Flavors combination that creates a Cultural heritage called Nikkei Food. Created out of necessity During a difficult chapter in history is Becoming a worldwide Phenomenon. We strive to recreate a conceptual journey on discovering South American Lands through ingredients & Beverages paired with Japanese techniques & aromas, reflecting customs and history of Completely different cultures. • Nikkei reflects customs and history of two completely different cultures which is the base for any cocktail, A MIX. The beverages at KABUKI will be conceptualized around, but not limited to ingredients from both these cultures amalgamated with many others. Guests can expect some traditional and some modern indigenous concoctions for an inimitable memoir. POOL BAR - Eats & Beats • Inspired by the legendary beach club scenes in Bali, Miami and Thailand. Eats X Beats is an iconic venue with a variety of entertainment for all-day Pool side chill out sessions, sunset cocktails, and weekend theme parties. The architecture is an individual one story venue comprising of a signature beach side pool, exclusive cabanas, a sunset bar with pizza oven and short-order kitchen serving gourmet, global cuisine. • Whether your plans include lounging in a cabana, enjoying Sunset cocktails or fresh-from-the-oven pizza, Salads, Pasta & Sandwiches, this lively beach club–inspired venue is the spot to be. Serving Kids menu till sunset. • Comfort, timeless food reflects the wishes of Kids & Grownups alike. Pizzas, salads, sandwiches are crowd pleasers. Bite them while at the borders of our pool bar. The LAB – Wine Cellar   • Understanding the food design, that adequately reproduce an experimental feeling. The success of this type of food creations Lies in gimmicks and unique food quality, Extravagant, bespoke and stylish. We propose A 7-course meal, a collage of ingredients from all over the world. The Beverage pairing revolves around the idea of experimenting with textures, flavors Combinations, fragrances & aromas. 7 uniquely paired drinks united with liquid Intelligence coming at the tips of Your Finger from all over the Known Lands. 10

EVENTS: Our expansive wedding venue can host 50 guests. SPA & RECREATION: • The Spa features 6 treatment rooms (2 of them with jacuzzi) located over • water with spectacular views at our adult only section. • Enjoy an array of treatments such as aromatherapy, sports massage, Thai • massage, Vietnamese massage, hot stone massage as well as manicure and • pedicures. • Fitness Center • Yoga Classes will also be available WATERSPORTS ACTIVITIES: • Diving Center • Watersport Equipment • Multipurpose tennis court, fuss ball and volleyball • Excursions KIDS CLUB: • Family Activities • Power Bites • Healthy Food • Indoor & Outdoor Games 11

RECREATION & ENTERTAINMENT: 9 – GROOMING STANDARDS: The Resort requires you to project a professional appearance in your grooming and deportment. Team members are required to dress consistent with their responsibilities with attention paid to company image, customers/ guest’s interactions and safety. 9.1 - Personal Hygiene: Please always remember that you will be working closely with other people (team member and guests). Your personal hygiene should include a daily bath or shower, frequent washing of your hair, use only a soft scented deodorant, mild perfumes or cologne, brush your teeth regularly to maintain fresh breath and absolutely no spitting or clearing of ones’ throat in public 9.2 - Uniform: All uniforms are provided by and remain within the property of the Resort. It is a condition of employment that you wear the uniform provided whilst on duty and must be of proper fit, not too tight and not too baggy. It should not have stains, holes, tears, loose hanging buttons or faded. Uniform should be worn clean and well pressed. The Resort will be responsible for the laundering, alteration, and repair of your uniform. Issue of clean uniforms is based on a one-for-one exchange system at the uniform issue counter. Under no circumstances should your uniform to be worn or taken out of the Resort except for off island catering, competitions or shows. Remember that all uniform items must be returned on your last working day in the Resort before your final pay will be issued. 12

9.3 - Name Tag: All Team members are required to wear their name tag at all times and they are the only acceptable pins worn on the Uniform. The name badge should be worn on the left, above/on the pocket of the outfit if any. Should you lose your name tag, please advise Human Resources to arrange for a replacement, this will be charged to you at a minimal cost of the prevailing rate. 10 - TM APPEARANCE (Female): 10.1 - Hair: Hair should be bun up at all times, only exceptional for medium length hair. Natural hair colors only or no severe colors or style. 10.2 - Make Up: Make up should be worn and applied in a conservative manner, using natural shades is acceptable. 10.3 - Nail & Nail Polish: Nails are to be kept neat and appropriate length. Light shades or natural colour is acceptable. Food handlers and Housekeeping team members are not allowed to wear nail polish. 10.4 – Fragrance: May be worn but should be subtle. 10.5 - Jewelry & Accessories: 10.5.1 Small ring band-type, only on one finger of each hand, anklets must be worn inside the uniform. 10.5.2 No fashion rings must not be worn on index finger or thumb 10.5.3 Earings must be a single pearl, diamond, gold or silver stud. 10.5.4 One simple necklace is allowed and to be worn inside the uniform. 10.5.5 Watches should be professional, only black, brown and steel straps 10.5.6 For hygiene reasons, culinary team members cannot wear any rings 10.6 - Head Scarf: Headscarf must be inserted into uniform. Colour must complement your uniform. 11 - TM APPEARANCE (Male): 11.1 - Hair: Conservative colour and hair styles, off the face and collar. Side burns must not extend beyond half of ear length. 11.2 - Facial Hair: Neatly trimmed moustaches and French beards are permitted. Team members may also choose to be clean shaven. 11.3 - Nail & Nail Polish: Nails are to be kept neat and appropriate length. Nail polish is NOT to be worn. 11.4 - Fragrance & After Shave: These may be worn but should be subtle. 11.5 - Jewelry & Accessories: 11.5.1 Small ring band-type, only on one finger of each hand, anklets must be worn inside the uniform. 11.5.2 No fashion rings must not be worn on index finger or thumb 11.5.3 Earrings are NOT to be worn. 11.5.4 One simple necklace is allowed and to be worn inside the uniform. 11.5.5 Watches should be professional, only black, brown and steel straps 11.5.6 For hygiene reasons, culinary team members cannot wear any rings 11.5.7 Any type of visible piercings are NOT permitted. 11.6 - Socks: Socks are to be worn by all staff as specified for your department's uniform, to match your shoe colour. 13

12 - EMPLOYMENT POLICY: Radisson Blu Resort Maldives we believe on equal opportunity. We offer employment only in writing, through a Contract of Employment to suitably qualified individuals over the age of 18. 12.1 - Recruitment: The purpose of the Team member requisition form is to ensure that when any new recruitment process is initiated, current business levels and productivity have been taken into account. 12.2 - Hiring of former Team member, friends, and relatives: 12.2.1 Former Team member Radisson Hotel Group will give employment consideration to former Team member who have performed satisfactorily, and who have ended their employment with us under favourable circumstances. It is our practice not to re-employ those who have been dismissed from service. Each application will be considered on its own merits after review of the applicant’s record, the type of job available, and other relevant factors. A re-employed Team member waives all rights accruing from prior service. 12.2.2 - Team member Referrals: Referrals from Team member are encouraged; however, all such referrals will be given the same consideration as any other applicants. 12.2.3 Relatives: It is the goal of our Company to create workplaces free from the possibility of favouritism and conflicts of interest. Hence, while relatives of Team member may be hired, relatives should not be placed within the same department and must not work in a direct reporting relationship. For purposes of this policy, “relatives” are defined as father, mother, son, daughter, brother sister, wife, husband, or individual who has acquired such a relationship through marriage or who makes his/her home with a Team member and is in anyway related to that person. Managers should thus exercise caution in hiring decisions to ensure that a new Team member is not placed in a direct reporting relationship with a relative as defined by this policy. Should two Team member in a reporting line get into an intimate relationship during their employment with the Company, the choice will be theirs as to which one accepts a transfer into an available position, suitable to their skill and experience. If, between the two Team member, a decision cannot be made, the Team member with the least seniority must transfer into the next available position suitable to his or her skill and expertise. 12.3 - Letter of Offer and Appointment: Letters of Offer and Appointment of terms and conditions will be prepared by Human Resources. All new team members would acknowledge their Letter of Appointment at Human Resources on or before the date of commencement of employment. You will be provided with a job description so that you are clear about your role. The Employer has the right to amend the Job Description from time to time, provided always that the changes are appropriate for the Team member’s designation and salary. The Company may reasonably require, such other duties as are appropriate for the Team member’s designation and salary. Subsequent to the appointment, if it is found that a team member has given false, misleading, withholding relevant information etc. in the Application of Employment, he or she shall be liable for immediate dismissal. 14

12.4 - Employment Records: Upon commencement, Team members will be required to submit copies of all employment related documents, certificates and other information as requested by the resort. Should any details change, such as home address, telephone number etc., please advise the Human Resources department as soon as possible? 12.5 - Team Member Identification Card: The Resort shall issue all Team members an Identification (ID) card. The initial card issued will be free of charge, and any subsequent replacements shall be charged at a nominal fee. Any Team members leaving and entering the Resort premises should present their ID to the Security Officers on duty for recording purposes. 12.6 - Probation Period: All newly hired team members shall undergo a probationary period of no more than three (3) months. A 30, 60 & 90 review along with the Job Task Inventory (JTI) shall be consistently competed and submitted to Human Resources Department. This allows the team member and the resort to learn more about each other and ensures that both parties are happy with the decision of employment. It also provides the opportunity for the resort to evaluate whether the position for which the team member was hired, is indeed suitable to their skills, personality and career goals. During this time, your immediate Supervisors or Manager will work with you to provide coaching and training for your new job and acquaint you with our policies and procedures. Confirmation of satisfactory or unsatisfactory completion of the probationary period will be advised through a performance appraisal/probation review carried out by the Department Head and/or Human Resources. A decision will then be made whether to confirm your appointment, or separation of the employment. Upon successful completion of your probation period the team member should receive a confirmation of successful probation in writing. 12.7 - Orientation and Induction: Newly hired Team member must attend a “New Hire Orientation Program”. This is to ensure that all new Team member are knowledgeable about the Company, the products and services of the hotel and his/her own position. The schedule will be provided to you separately by your Team Leader/Manager, in consultation with Human Resources. Orientation must be completed during your probationary period. You will also undergo induction program for your roles and responsibilities planned by your Team Leader/Manager. 12.8 - Work Visa: Expatriates will require a Work Visa to enter to the Maldives for employment. Prior to their arrival it is mandatory to comply in submitting the relevant documents in order to apply and obtain Employment Approval (Educational Certificate, Minimum of 2 years employment certificate, passport copy, passport size photo and training certificates). A 15 Days grace period is given to complete the Medical Check for Work Visa. This is compulsory and will be repeated on a yearly basis. Our Human Resources Team will assist them to process the requirements once the team member is on board. Should you resign during your first year of service, you will be required to reimburse the Resort all costs pertaining to your recruitment (work permit), commencement air tickets, boat charges, shipment cost. However, this amount will be reduced over the 12 months on a sliding scale of one twelfth per month (on a pro-rata basis). 15

12.9- Performance Appraisal: “Effective Performance Management”, The Company holds regular performance management conversations with all Team Members, in order to maintain an honest dialogue about whether each individual is meeting the expectations of the Company and detail what each person needs to do to continue moving their career forward. Also to understand how each team member feels about their employment experience, what their own career aspirations are, and if there are any issues they have that would cause good people to leave. It is an ongoing process of focusing on targets and goals through establishing key performance objectives and monitoring our individual and collective progress and making adjustments along the way to keep us on course. Although appraisals are only conducted annually and mid-year, team members can still discuss their performance or career development with their Department Head at any time. Alternatively, career guidance is also available from your Human Resources Department. Radisson Hotel Group’s global performance management philosophy centres on open, continuous and value-added feedback that will assist in retaining our talent. The focus is on frequent high-quality conversations (check –INS) and feedback rather than on formal evaluations and ratings. Radisson Hotel Group has also introduced The Leadership and Talent Foundations to understand ‘how’ we deliver our work. These Foundations are the same, apply to all our team members and help ensure that we have consistent performance standards. Our Foundations are LEAD, THINK, OWN, COLLABORATE, DELIVER and is supported by key characteristics and behaviours that describe how each Foundation may look, feel and sound in the day-to –day operation. 12.10 - Promotion: Whenever possible, the resort will fill vacancies by promoting members of its existing team members rather than recruiting external candidates. Naturally, your opportunity for promotion is governed by your past performance, attitude, and your ability to take additional responsibilities. You will have the opportunity to discuss your career plan with your supervisor or director at least twice a year, at the formal mid-year and year-end performance appraisals. Your performance in your current role, and the skills you need to continue to progress will be part of that discussion. However, we encourage you to ensure that you and your supervisor regularly discuss your performance, in order to stay aligned. 12.11 - Termination of Employment: In the event that you terminate your employment with the resort, an exit interview must be carried out with a Human Resources Department. On or before your last working day, you are required to return all items issued. This includes this handbook, accommodation key, office keys, team member name tags, drawer keys, uniform, Micros card, medical insurance card, company mobile phone SIM card, laptop, tab and etc. Termination of employment may occur under the following conditions: 12.11.1 Resignation: Anyone who wishes to resign must give advance notice in writing. The notice period required is stipulated in the employment contract. After probation, if a team member decides to leave, he/she has to refund his/her recruitment costs on a pro rata basis which include but not limited to: • Flight ticket • Medical fee • Work permit fee • Recruitment agency or any other fee • If any direct expense incurred by the resort (like extra baggage expense during flight journey) Within probation, both Team member and employer can terminate contract at any time without having to give any 16

specific reason to other party. However, if a team member decides to leave during that time, he/she has to refund 100% of his/her recruitment costs which include but not limited to: • Flight ticket • Medical fee • Work permit fee • If any direct expense incurred by the resort (like extra baggage expense during flight journey) During the notice period, you are expected to continue reporting for duty and carrying out your responsibilities diligently, while at the same time accounting for a handover to your replacement or your respective Team Leader. Upon submission of the resignation letter to Human Resources, an acceptance letter will be prepared to acknowledge the resignation. If sufficient notice has been provided, salary will be paid up to and including the last working day. No leaves shall be adjusted towards the notice period, unless authorized by the management at its sole discretion. Leave taken in advance other than the entitlement will be deducted from final clearance. If inadequate notice is provided, salary in lieu of the period of short notice will be deducted from the salary. 12.11.2 Termination due to Misconduct: A team member may be dismissed without notice or payment in lieu thereof in the case of committing a further misconduct after receiving final written warning committing a grave misconduct. Should a team member be convicted of the offence, depending on the seriousness of same, the Resort reserves the right to dismiss the team member from his employment without notice and without payment in lieu. 12.11.3 Termination due to invalid Employment Pass/Visa: For team members working under the Employment Pass, their employment will be subject to issuance of a valid Employment Pass/Visa by the Immigration Department of Maldives. 12.11.4 Termination with notice: The employment may be terminated giving to the Team member the relevant duration of notice under the Employment in writing. The Team member may terminate his employment by giving the Company written notice of not less than 90 (ninety) days, where the Team member is in a Senior Management Position; and 30 (thirty) days, where the Team member is in any position other than a Senior Management position. After successful completion of your probation period and receipt of your confirmation letter, either party may terminate this employment for cause, by giving appropriate notice period, in writing or payment in lieu of notice as follows; • Two (2) weeks’ notice for any team member employed for more than six (6) months but less than one (1) year. • One (1) months’ notice for any team member employed for more than one year but less than five (5) years. • Two (2) months’ notice for any team member employed for more than five (5) years. 12.11.5 Termination without notice: The Company reserves the right to terminate the employment summarily by written notice and without any payment in lieu of notice if it has reasonable grounds for believing that the Team member is liable for gross misconduct, gross negligence or any other serious breaches of Company rules or the contract of employment, or if continuing to keep him in employment is likely to be detrimental to the Employer or workplace. During the team member’s period of probation, either party to this contract of employment may terminate the employment without notice. Where the Team member terminates the employment without giving the notice, the Team member shall recompense the Employer for all reasonable expenses incurred by the Employer in recruiting the Team member’s replacement, which shall include, without limitation: 17

• Costs of medical examination of the Team member’s replacement; • Transportation costs of the Team member’s replacement; • Any losses caused by the shortfall in Team members; • Any losses directly attributable to the Team member’s resignation without adequate notice, and known to the Team member beforehand Wages of temporary staff, where required to be employed for the interim Where the Team member has been suspended with pay pursuant, and he/ she is subsequently convicted of an offence, the Employer reserves the right to summarily terminate the employment without notice and without any payment in lieu of notice. 12.12 - Working Hours: Team members are required to work 48 hours per week, exclusive of meal or tea break/s, plus any additional hours that are reasonably required in order to complete their duties. The Team members’ supervisor/ manager will advise of work times and shifts, based on a rotating roster. All team members must report punctually, fully dressed in their respective uniform and readily available at their workstations at least 15 minutes prior to the start of their shifts/duty. Any team member who fails to observe punctuality will be subjected to disciplinary action(s). You are not allowed to leave your workplace/work station before the normal finishing time and you must wait until your relief is available for you to handover your duties to him/her. 12.13 - Overtime: Overtime hours is work performed in excess of the normal daily hours of work at the request of the Department Head or Team Leader and must be recorded on the overtime entry sheet form prescribed by the Resort. No claims other than in established manner will be entertained. Team members must not unreasonably withhold consent to work overtime if required to do so. Approval for working overtime must always come from your Department Head, pre-approval from General Manager prior to the overtime being worked. As a senior member(s) (Assistant Manager/Head of the Departments and above) of the Resort management team, you will not be entitled to receive any additional remuneration as overtime pay. Team member shall not be required to work overtime except unless it is required. A team member working overtime shall be paid 1 ¼ times his hourly working wage as over time, and if working overtime on a Friday or a public holiday shall be paid 1 ½ times his hourly working wage as overtime. 12.14 - Weekly Day Off or Rest Day: You are entitled to a rest day for every 6 days of work. Your rest days are determined in accordance with a duty roster that is drawn up by your Manager and based on the operational need. It is encouraged that you take your rest day every week to prevent fatigue. The accumulation will depend on operational needs and requirements as determined at the absolute discretion of the Management as follows: Level 3 to Level 1 (No more than 6 (six) consecutive Days Off or Rest Days may be accumulated for team members over a period of 2 months, otherwise it will be forfeited. Level 4 to Level 7 (No more than 4 (four) consecutive Days Off or Rest Days for Managers over a period of 4 weeks, otherwise it will be forfeited. If a Team Member resigns his or her accumulated days off / pending will have no cash value during the final settlement calculation. 12.15 - Duty Roster: Your Head of Department or immediate Supervisor will draw up a roster at least one week in advance which will indicate your rest days and working hours. Make sure you know your exact hours of work as posted on the roster, be punctual and abide by the starting and finishing time. Amendments to the rosters may be made to accommodate our business volume but plenty of notice shall be given should that happen. In case of uncertainty, please contact your Supervisor/Manager. 18

12.16 - Breaks: Where the Resort’s designated meal time (breakfast, lunch and dinner) occurs while the Team member is on duty, the Team member will be granted a 30 - minute break either: • At the designated meal time; or • Not later than 5 (five) consecutive hours of work. • The Team member will be granted a 15-minute break for each prayer period commencing while the Team member is on duty. The supervisor or unit manager shall have the discretion to determine at which time the break will be allowed, provided that a break is awarded after a 4 (four) hour working period. • The Team member must promptly report back to work after each break. • Time taken for meals, prayer or other breaks, whether permitted or otherwise, will not be included in the working hours. 12.17 - Opportunities & Transfers: All internal vacancies will be listed on the Human Resources notice board. As per Company policy, a team member must work in their original position for at least one to two years and be deemed competent in that position to be eligible to transfer internally and have no disciplinary records on file. 12.18 - Additional Roles & Tasks: The development of team member’s roles may be compulsory depending upon Resort’s requirements, which will result in the team member being scheduled into educational sessions in their daily work schedule and be responsible for additional tasks as deemed fit by the Management. 13 – SALARIES: Your monthly salary will be paid on or before 5th of following month. It is paid into a nominated USD Bank account in any of the banks within the Maldives. We will assist to open a bank account with the nearest Bank to us if you do not have one and details should be given to Human Resources Department within the 30 days of commencing your employment. Failure to submit the details may result in payroll being pushed to the next calendar month's payroll. The Team member shall bear the cost of any personal income taxes that maybe introduced by the Government of Maldives and imposed on the Team member’s earning during his/her Contract of Employment. 13.1 – Time & Attendance: The Team member shall comply with the rules and procedures set by the Employer from time to time towards the maintenance of the attendance records of the team member. The human resources manager or the Team member's immediate superior must be informed as soon as possible (and in any event, no later than the second day) of any absence due of sickness or injury. In case of failure to comply with this provision, the absence will be deemed as unauthorized absence. Absence for more than 2 (two) consecutive days must be supported by a medical certificate confirming incapacity to work issued by the Company’s medical practitioner at the Resort or any other Registered Medical Practitioner. Where a team member’s habitual absence, with or without a medical certificate, directly or indirectly affects the work productivity of the Company, the Team member may be required to undergo medical examination or submit documentation to determine his/her fitness to continue in employment. 13.2 - Allowance & Commission: All allowances and overtime due to you shall be paid together with the monthly salary to your bank account as per the Team Member Benefits grid. Ramadan Allowance will be paid according to the Employment Act of the Maldives to all Maldivian National. If you leave employment during Ramadan, the allowance will be prorated. Male’ Based Allowance is entitled for the team members based in Male’. 19

13.3 - Pension Contribution: The Resort shall contribute 7% (or such minimum rate as determined by the Board of Team Member Provident Fund) of the monthly salary of each team member (local team members only) to the Retirement Fund. The computation and deduction of Retirement Fund as required by the prevailing laws will be deducted from your monthly salary accordingly. 13.4 - Salary Statement If a team member feels that there is any discrepancy on his/her payroll slip, he/she must immediately inform Human Resources. 13.5 - Service Charge: Every permanent Team member is entitled to a monthly share of the service charge collection distributed by the Employer. The amount to be distributed from the service charge collection will be determined as follows: Where any third party fees, costs or commissions are charged or payable at collection or receipt, such amounts will be deducted and the net amount will be considered as the amount received; The net amounts received during any calendar month will be accumulated till the end of the month. The Employer will deduct 1% (one percent.) of the net amount accumulated prior to distribution; The amount available for distribution will be divided equally among the team members, provided however, Team members who have taken unauthorized leave of absence will not be entitled to service charge payments for the period of such unauthorized leave of absence. 13.6 – Reimbursement: Team Members are expected to act responsibly and professionally when incurring and submitting costs. Reimbursement must be authorized and pre-approved and applies to: • Authorized medical treatment/payment • Authorized travel • Authorized purchases • Approved accommodations Original receipts are required for reimbursement of all expenses. The Reimbursement Form to be filled and approved before submitting for refund. 13.87- Final Settlement: Within seven days of the team member being dismissed from employment or expiring of his/her employment period you will be paid all the accrued payments from our Finance. Any deductions will be notified to you in writing with all the payment descriptions. If you may have any questions, please visit Human Resources for any assistance. 14 – COMPENSATION & BENEFITS: 14.1 - Annual Leave: Every team member is entitled to 30 (thirty) working days leave (excluding public holidays) upon completion of 12 (twelve) consecutive months of work. Holidays may not be carried forward from one year to the next. No payment shall be made during your employment in lieu of holidays not taken. Subject to operational requirements, staff availability and at the Employer’s absolute discretion, the Team member may be allowed to take his annual leave entitlement for the previous year consecutively with the portion, pro rata, of the annual leave entitlement for the current year. The Company will try to accommodate all reasonable requests relating to the time and duration of holidays but 20

reserves the right to arrange holidays in a manner that gives due consideration to operational needs and requirements. Application of Annual Leave should be at least 1 (one) month prior to the commencement of leave. 14.2 - Sick Leave: Each team member is entitled to a maximum of 30 (thirty) days sick leave during the course of each employment year, provided however no more than 2 (two) consecutive days‟ sick leave may be granted unless supported by a medical certificate issued by the Company’s medical practitioner at the Resort. A team member who reports sick to a licensed medical practitioner and not granted a sick leave based on medical assessment of the Resort Doctor, must report back for work as soon as possible after the completion of the medical treatment. All the team members are eligible for medical attention as per the prevailing compensation and benefit grid. 14.3 - Maternity Leave (For female team member only): Female team members shall be granted sixty days (60) maternity leave based on a medical certificate specifying the estimated date of giving birth issued by a licensed medical practitioner. Such leave shall not commence thirty days prior to the estimated date of giving birth. This section does not prevent the team member from returning to work prior to expiry of the duration of her maternity leave. Maternity leave pursuant to the Employment Act or an agreement is a leave granted to female team members in addition to other forms of leave. Female team members on maternity leave are also entitled to all the rights and benefits granted under the employment agreement such as the right to a promotion. No team member on maternity leave will be subject to any lessening of rights conferred by the employment agreement or in calculating the duration of employment for due promotion. Nor will the period of maternity leave be deemed a stoppage, suspension or shortening of duration of work. A female team member will be duly paid her wages on the same day salary payments are made in the normal course of business even while the Team member is on maternity leave. The Resort reserves the right to transfer or temporarily assign any expecting female team member to any other department in the Resort for such period she is expecting. 14.4 - Paternity Leave (For male team members only): A male team member is entitled to three (3) days paid paternity leave on the occasion of the birth of a child. Such leave shall commence from the date of the birth of the child. Normal leave application process shall apply. You are also required to submit a copy of the new-born’s Birth Certificate to Human Resources Department. 14.5 - Leave without Pay: This leave application has to be made in writing to your Team Leader or Head of Department & copy Human Resources for approval. However, this leave is only applicable if team member has fully utilized his/ her annual leave and any other accrued leaves. 14.6 - Emergency Leave: During each employment year, the Team member will be granted a maximum of 10 (ten) days paid leave to attend to family obligations such as tending to family members during illness. For the purposes of this clause, family members are limited to the Team member’s spouse, children, siblings and parents. You are also required to submit a copy of a medical certificate or any supporting document to Human Resources Department. 21

14.7 - Public Holiday: All team members are entitled to paid public holidays gazette by the Maldivian Government. A team member who is required to work on a public holiday shall be paid public holiday rates. If the team member is required to work more than normal hours of work on a public holiday, the team member shall be paid overtime according to rate applicable under the Employment Act. If any of the stipulated public holiday or any other substituted days fall within the period during which a team member is on annual leave, the team member shall be granted another day as a paid holiday in substitution therefore. 14.8 - Circumcision Leave: The Employer agrees to pay the Team member a maximum of 5 days leave upon the circumcision of each Male child for Male Muslim Team Members. 15 – ACCOMMODATION & FACILITIES: Team members are provided with accommodation and meals whilst working at the Resort. Rooms will be allocated which may be shared with other Team members and, on occasions it might be necessary to room move. We will do our best to minimize room moves as much as possible. Please be mindful that if sharing with others, it is everyone’s responsibility to clean up after themselves and ensure that any issues regarding the room are communicated with all occupants, to maintain a harmonious environment. Occupants of the room are responsible for addressing any maintenance issues or defects in the rooms to the concerned. Any wilful damages made to team member accommodation may result in disciplinary action and payment by the team member concerned. You will be responsible for the room key and if the key is lost, a replacement will be issued by Human Resources and cost of the key is charged to you. Resolving Conflicts - If you have a disagreement with your roommates you should resolve the issue personally. If the discussion fails, then it should be brought to the attention of Human Resources who will try to settle the issue and take the appropriate action. Valuables & Money - You are entirely responsible for the safekeeping of your money and other valuables. The resort will not take any liability for items that are lost and if declared stolen, necessary investigation will be carried out. You should keep your room locked whenever you are out of the room. 15.1 Basic Rules: • There will be no smoking permitted inside the room, Balcony, Living room and/or bathroom. • Cooking inside the room is strictly prohibited. • All personal clothing should be laundered and dried in the laundry area and not in the room. • Additionally, clothes should not be hung around the beds. • The presence and possession of illegal drugs, alcohol and other substances will be strictly prohibited and subject for strict disciplinary actions. • Ensure when the last person leaving out from the room the lights and air condition units are switched off. 15.2 Noise & Disturbance: It is each team member’s responsibility to respect the privacy and resting needs of his/her co-workers. This requires basic courtesies such as: • Turning off the alarm as soon as it rings • To be sensitive to not turn on overhead and/or bright lights when other room mates are sleeping • Use of reading lights when reading late in the evening • Closing doors, drawers and cabinets quietly • When playing music, we would recommend the use of headset when others are resting. • Restricting conversation in the room when a room-mate is sleeping and/or resting 22

• No sales, and or private business, may be conducted from the room. • Room Visit should be in agreement and with consent of your roommates Violation of any of the aforementioned guidelines/regulations will result in disciplinary action, up to and including written warnings and termination. 15.3 Staff Canteen (NAME): Our team restaurant offers a wide range of Maldivian and International cuisines for our team. The staff canteen is open for Breakfast, Lunch, Tea, Dinner and evening Tea. In the interest of everyone, please remember to clean up after yourself, as we are all responsible for keeping the team restaurant comfortable and tidy. Opening Hours: Will be placed on the Entrance Door Ramadan Opening Hours: Will be circulated every year based on the calendar. Dress Code: Must not wear sleeveless clothes, mini shorts bikinis, trunks and soiled sports attire. Coffee Cups and cutleries: are not to be taken out from the team restaurant. Any violation of this, may result to strict disciplinary action. 15.4 - Island Mosque: For our Muslim team members, we have our island Mosque. 15.5 - Staff Shop (NAME): Our Staff Shop will bring items depending on the requirement of team members. All purchases will have to be settled either in cash payment and direct bill settlement. Staff Shop operating hours will be on the entrance of the Staff Shop. 15.6 – Staff Laundry (NAME): A self-service staff laundry and ironing is provided for our team members. It is equipped with a number of self- service washing machines, dryers, Iron and iron board for your convenience. It is your responsibility of each and every team member to keep this area clean and tidy. 15.7 – Staff Gym (NAME): Our staff gym has a variety of facilities to best meet the health and fitness needs of our team members. In order to keep the feeling of privacy, the space is carefully laid out into workout areas which include weights, Treadmills, Bicycle and Multi Gym Equipment. 15.8 – Staff Notice Board: The Staff Notice board is placed in order for team members to be updated, to provide information of interest and importance including the Internal Vacancy Listing and other employment information. If a team member wishes to post anything on this notice board, a signature must be obtained from Human Resources. Please take the time to check these boards regularly to keep informed with all the happenings within the Resort. Remember, these boards are to keep every team member informed, so please do NOT alter or remove any articles. 15.9 – Staff Bar (NAME): The staff bar is provided for team members out of their duty hours. Purchases of food and beverages will be at credit facility with the use of their employee numbers given. Under no circumstance an alcoholic beverage will be served to any Muslim team members. 23

16 – THE BASICS (HOUSE RULES): 16.1 – Code of Conduct: Every team member shall adhere strictly to the Code of Conduct issued by the Employer from time to time as the Employer deems necessary or appropriate relating to team member conduct at the Resort. 16.2 – Personal Packages: To assist team members to receive their private mail, they may address it to our Male office. In order to avoid the mail package being delayed, team member should put their names before the address and should be responsible to pay for any custom duties if incurred. Should the personal package be delivered to Male post office, we would not be able to collect on behalf of team member, hence he/she should collect directly from Male post office. MAIL ADDRESS Name: Contact No.: Radisson Blu Maldives Resort P.O Box 2152 K. Male’ 20026, Republic of Maldives Male’, Republic of Maldives, 20041 Mobile: Email: 16.3 – Caring for our Home: Radisson Blu Resort Maldives is committed to maintaining a high level of environmental awareness. Team members can assist with helping to keep our environment both beautiful and clean by doing the following: • Placing all rubbish in the garbage bins provided and regularly emptying rubbish bins as required • Turn off lights and electrical appliances when they are not being used and actively participate in cost saving measures • Observe smoking policy 16.4 – Guest Facilities/Areas: Guest areas are strictly for guest recreation only. Those team members who are “off duty” are forbidden to access guest areas and NO team member is allowed access to guest areas in non-uniformed attire. A team member can access guest area in non-uniformed attire if she/he is using pre-approved F & B outlets form or Water sports activities form. Also those team members who are invited by Guests to join them to socialize in any of F&B outlets are permitted to access guest areas in non-uniformed attire and to socialize strictly in designated F & B outlets provided that it is with approval of your Department Head and General Manager. Accessing or entering guest rooms is strictly prohibited unless work related and as part of your Job responsibilities. Team members socializing so must bear in mind to display of highest professional ethics and to realize their position of ambassadors of Radisson Blu Resort Maldives. 16.5 – Guest Privacy: • Team Members are prohibited from engaging in physical relationships with guests. • Team Members are not permitted to socialize with guests beyond their professional duties and are not permitted to be in guest Villas/Room, except for the performance of their regular duties. • Team Members are not allowed to take photos of guests and / or share with others or post any information online – whether personal site or an official site. • Should a guest request a Team Member to be in the photo with them – this is at Team Member discretion, and the Team Member is not to post or share this photo. • Should a guest request the presence of a Team Member to share a meal or other Resort activity, the Team Member must request permission from their Department Head and the General Manager or Designate. The Team Member should advise the guests that they need to get permission before they can join the guests, and approval will be subject to other guest and the Resort’s needs. The activity or meal may not take place within a Villa / Room. 24

• Team Members on off duty must not hang on around or visit any guest area in their personal attire without prior approval. Team Members who are entitled by their benefit or by prior approval of using guest facilities are excluded for the particular hours or booking Things you should remember: • Any illegal or unethical activity is not acceptable or tolerated and police will be notified of any inappropriate or illegal behaviour. • Do not discuss who is staying in the Resort at any time or give out a guest’s name, room number or any other information about their stay to anyone including other Team Members, who do not need to know the Guest details. • Never give out any information about fellow Team Members, including name, address, phone numbers etc, to Guest or anyone else. • Any other unsafe behaviour, including failure to follow security instructions, is not permitted and may result in disciplinary action. 16.6 – Acceptance of gifts from guests: Team members are allowed to accept gifts from guests provided they inform their supervisors or manager and obtain a gate pass if they wish to take the item outside of the resort. 16.7 – Right of Search: The Resort reserves the right to search the person or personal effects of any team member. This will always be carried out by an authorised person and if the team member wishes, in the presence of a witness they nominate. This right extends to the lockers in a team members’ accommodation also. 16.8 – Mobile Devices: Mobile phones that are not authorized for work use are not to be carried or used during your shift. Team members should keep them stored in their locker or in silent mode. To avoid disruptions at work, we ask that you do not receive personal telephone calls, messages or visits at the Resort, except in emergencies. 16.9 – Smoking: Team members are permitted to smoke in designated areas only. Smoking is prohibited in all other areas of the Resort and team member must not smoke in view of our guests. Team members found smoking in guest areas or disposing of cigarette butts inappropriately will be disciplined accordingly. 16.10 – Alcohol Possession: In the event that alcohol is found in the accommodation rooms where other Muslim team members are residing, the liqueur will be confiscated and further disciplinary measure will be taken by the Human Resources department. 16.11 – Drug Free Work Place: We strive to provide a drug-free, healthy, safe workplace and environment for team members and guests. The team members are expected to report to work in an appropriate mental and physical condition, allowing you to perform your job well. 16.12 – Mandatory Drug and Urine Testing: The resort has a zero tolerance policy regarding the taking/selling/production of drugs and narcotic’s. Being free of narcotic or drug use is fundamental and essential to the Health and Safety and performance of your duties as a team member of the Resort and therefore, you explicitly and irrevocably consent to random drug tests and urine tests that the Resort may impose from time to time at the absolute discretion of the Resort. Failure to adhere to this policy shall result in immediate and summary termination of your employment with the Resort without payment of any compensation, or dues whatsoever, considering that failure as a gross misconduct. 25

17 – GRIEVANCE PROCEDURE: The company realizes that there will be occasions when our Team member may wish to raise formally issues or complaints about the company or other Team member. While we would hope that in most cases these could be resolved informally, we will try to deal speedily and effectively with any that remain unresolved, through the following procedure. Step 1 – If you have a grievance that you are unable to resolve yourself, you should discuss this with your Department Head. Your Department Head will listen to your concerns and make every effort to resolve the matter. The Department Head will provide a response to you within 3 days of submission. Step 2 – If you still feel that the matter has not been resolved to your satisfaction, you may report the matter to the Director of Human Resources/HR Manager. Step 3 – If the matter is not solved you may make an appointment with the General Manager to discuss the matter in private. Any anonymous letters or accusations received we will not be considered without evidence, nor can you submit a grievance on behalf of another team member. In cases where this policy is broken, an investigation to consider appropriate disciplinary action may be undertaken. The resort will take reasonable measures to protect you if you have a valid grievance. We will also strive to protect all persons involved from harassment and unfair punishment. 18 – DISCIPLINARY & MISCONDUCTS: The team member recognizes that it is essential to maintain high standards of performance and behaviour. The Company may issue such rules and guidelines as the Company deems reasonable to maintain these standards and discipline. The rules and guidelines may be amended from time to time by the Company. The Company will keep the team member informed and aware of any rules or guidelines that the Team member are required to follow, and prior notice will be given before any changes come into effect. Regardless of whether the team member is on duty or off duty, whether it is within the guest area or the team member area, while on the Resort, at all times all team member should conduct themselves in accordance with the rules and regulations contained in this Handbook, their Contract of employment, in accordance with the laws of the Republic of Maldives, and in accordance with any other circulars, policies, guidelines etc. issued by the Resort. In the event team members violates disciplinary standards, commit acts of misconduct, acts in contravention to the provisions of this Handbook or the contract of employment, the Resort will take appropriate disciplinary action against such team member. The policy’s sole purpose is to correct improper behaviour and to improve conduct, rather than to punish. The team member may be suspended from work, pending the outcome of the investigation to be carried out by the Human Resources Department. If the team member refuses to sign the acknowledgment of disciplinary actions, such actions will be taken in front of two witnesses and documented as such. Below are incidents and/or infractions (but not limited to), which may be considered as misconduct. Violation of any of these can lead to disciplinary action. This list is not exhaustive and only an outline for the guidance of all levels of team members. The management reserves the right to take appropriate action against team members in respect of matters not covered below: 18.1 - Minor Offences (but not limited to): • Making personal calls while on duty • An unclean or untidy accommodation • Failure to follow the grooming standards set by the Resort • Wasting time, loitering, and/or sleeping during working hours • Failure to wear name tag • Failure to sign in or out 26

• Tardiness, reporting late for work without valid reasons • Failure to wear the designed uniform under the standard uniform requirement • Wearing or taking the uniform out of the Resort without authorization or reason for doing so • Improper use of uniform or negligence of personal cleanliness and being improperly and inappropriately dressed and groomed • Violation of sanitation rules or improper use of sanitary facilities • Chewing of gum, betel or food while on duty in the presence of guests • Using Resort’s restaurants, bars, gym, etc and guest facilities without permission of the Department Head or Immediate Superior • Failure to notify the Immediate Superior in the event he/she is unable to report for work at the appointed time • Littering and disposing of garbage including cigarettes buds anywhere in the Resort other than into the garbage bins provided 18.2 - Major Offences (but not limited to): • Unauthorized absence from duty • Leaving place of duty without permission from immediate Team Leader • Exchange of shift without approval of the Department Head • Distributing or circulating literature, unauthorized written or printed matters in Resort premises without consent • Failure to report immediately any personal injury in the Resort’s premises • Failure to report any breakage or damage to the Resort’s property • Using another team member’s name tag • Failure to follow Resort’s instructions pertaining to fire, demonstration or others concerning safety. • Violation of safety rules and regulations practices jeopardizing the safety of any other person, or wilfully placing the Resort’s or guest’s property in danger of loss or damage • Failure to cooperate with other team members, or making false, vicious, or malicious statements regarding other team members or use of profane or obscene language in addressing other team members • Refuse to submit to or failure to comply with security requirements of the Resort • Failure to report to work at designate time and day including rest day and statutory holiday wherever required • Negligence or carelessness resulting in waste, loss or spoilage of materials, tools, or equipment • Posting, removing, altering, adding, or tearing any printed matter on the notice boards without authorization • Unauthorized use of buggy • Signing attendance for another team member or asking another team member to sign his/her time card • Giving false verbal and written testimony during an inquiry or investigation • Drinking alcoholic beverages while on duty or reporting for duty after drinking alcoholic beverages. • Muslim team member drinking alcoholic beverages • Acting in the way of requesting tips from guests • Acting in a manner that may endanger the safety of other team member and guests in the Resort Premises Entering unauthorized arrangements for any purchase to be made by the Resort. 18.3 - Grievous Offences/Gross Misconduct (but not limited to): Results in immediate dismissal and termination of employment: • Committing immoral behaviour within the Resort including racial, sexual, or religious discrimination • Lingering or being intimate with guests or team members in Resort villas or public areas • Entering guests’ rooms or elsewhere in the Resort premises without authorization or without having a duty to perform • Disclosing confidential information regarding our current/previous guests to a third party • Peeping in guest or team member’s areas • Misappropriation of Resort funds or property • Misuse of position for personal interest in any form or manner • Removal, disclosure or releasing of confidential information of Resort, including the giving of false information about the Resort 27

• Unauthorized possession of, storing or selling alcohol in the Resort and being under the influence of alcohol or any form of narcotics or harmful drugs whilst on the Resort • Being impaired by intoxicants or being unable to perform assigned duties caused by alcoholic or intoxicating drugs • Being in possession of, storing or selling drugs in the Resort • Falsifying or forging Resort documents • Theft or misappropriation of guest, Resort or team members property • Provoking or instigating a fight during or outside work hours. • Insulting, threatening, assaulting or fighting with superiors, guests, and/ or fellow colleagues • Challenging or provoking someone to a fight, inflicting bodily harm or wilful destruction of the property of the Resort, guests, or other team members • Wilful and deliberate destruction of property belonging to the Resort, guest or colleagues • Violation of Maldivian criminal laws in general, both within or outside of Resort • Dishonesty in performing duties or intentionally committing a criminal offence against the Resort • Intentionally causing damage to the Resort • Grossly violating the Resort’s rules and regulations governing employment • Serious insubordination • Imprisonment by a final judgment • Tampering with electrical equipment, mechanical equipment, or intentional misuse of any other equipment of the Resort • Using Resort’s name in private transaction or business for personal profit unless authorized by the Management • Failing to hand in a found item • Immoral or indecent conduct/practice. Offering services to guests or team members which are immoral in nature • Flagrant discourtesy, undignified, rude, impertinent, or indifferent behaviour in dealing with any customer • Participating or promoting gambling or betting or possessing gambling equipment • Immoral conduct, indecency, touting, soliciting for purpose of prostitution • Recommending or providing a woman or man prostitute for guests • Refusing to accept job assignments • Keeping Resort’s guest’s property in an accommodation without permission • Giving the false information in applying for job with the Resort • Getting in a group activity and causing nuisance or unrest within the resort • Falsification of personnel or hotel records/documents • Failure to report known serious and contagious disease which may endanger lives or health of Resort guests or team members • Possession of illegal objects or fire arms, explosives, inflammable material, or any deadly weapon inside the Resort premises • Failure to keep confidential any information that might benefit a competitor or any other party to the disadvantage or detriment of the Resort and failure to keep confidential information from authorized team members • Failure to report to work for more than 3 (three) days without an acceptable reason • Theft, fraud or other criminal offence; • Possession of or downloading pornographic material from the internet • Violation of the Company’s Business code of conduct • Abusive behaviour • Any other behaviour that the Company deems to be gross misconduct. If a team member commits such misconduct or any other misconduct, the Immediate Team Leader is responsible to take the necessary action(s) as per the Progressive Disciplinary procedure. 18.4 – Suspension and Demotion: If the Company has reasonable grounds to suspect gross misconduct on the part of the Employee, the Company may suspend the Employee while the matter is investigated, as well as after investigation if the Employee’s gross misconduct is established. Any such suspension shall not exceed a maximum of 14 (fourteen) days in aggregate. 28

The Contract of Employment, if the Employee is suspended, will be deemed to continue. However, the Employee will not be entitled to access to any of the Company premises except with the prior written consent of the General Manager and subject to such conditions as may be imposed. Any decision to suspend the Employee will be notified to him and confirmed in writing. 19 – INFORMAL DISCIPLINARY PROCEDURE – COUNSELLING: Counselling is typically the first level of corrective action but is not a required signal to the issuance of Written Notices. This level of corrective action would be appropriate for conduct and/or performance issues resulting in minimal impact to the operations, to the safety and well-being of others, or that involve minor violations of policies or laws. Counselling may be an informal (verbal) or formal (written) communication which conveys that a team member’s conduct or performance was improper and must be corrected. 19.1 - Informal (Verbal) Process Should consist of private discussions/sessions between team members and their team leaders/managers regarding the desired course of action to improve the team members’ performance and/or conduct, the team leaders’ expectations for improvement, and what may occur if the performance or conduct is not corrected. The team leader should explain that a summary of the conversation/ discussion will be notated and may be placed in the team leader’s file. 20 - FORMAL DISCIPLINE PROCEDURE: A verbal warning will be issues to a team member within a reasonable time frame after he/she falls short on performance, violates resort policy or commits a minor offence. The team leader will meet the team member in private to discuss the problems and expected level of performance and document the discussion in the Progressive Disciplinary Discussion Form. The verbal warning will be sent to Human Resources Department for record in the team member’s file and will normally lapse after six months of the issue (subject to local labour regulations). 20.1 - Second Warning – Written When a team member fails to comply with the recommendations of the team leader, meet the expected level of performance or violate Resort policy after receiving a verbal warning, a written reprimand will be issues to the team member. This written warning may also be invoked when the conduct is of seriousness that an oral warning is not appropriate. Before a written warning is given, the team leader will hold a meeting with the team member to discuss about the problem and documents in the Progressive Disciplinary Discussion Form. The second warning will be sent to Human Resources Department for record in the team member’s file and will normally lapse after nine months of the issue (subject to local labour regulations). 20.2 - Third & Final – Written When a team member fails to comply with the recommendations of the team leader, meet the expected level of performance or violate resort policy after receiving a second warning, a final written reprimand will be issues to the team member. This written warning may also invoked when the conduct is of seriousness that an oral warning is not appropriate. Before a written warning is given, the team leader will hold a meeting with the team member to discuss about the problem and documents in the Progressive Disciplinary Discussion Form. The second warning will be sent to Human Resources Department for record in the team member’s file and will normally lapse after twelve months of the issue (subject to local labour regulations). 20.3 - Dismissal If the behaviour remains unchanged, then the sanction imposed may include disciplinary transfer, demotion or dismissal. There are some grave misconducts which will not be tolerated. In the occurrence of such a misconduct, the team member in question will be dismissed with immediate effect without any warning. Please refer to the non- exhaustive list of grave misconducts in this handbook. 29

21 - WELFARE SERVICE AND ACTIVITIES: We are committed to supporting Team Member work/life balance. Throughout the year, the Human Resources team organizes recreational and social activities in which all team members are invited to participate. Such activities include; • Celebrating Birthdays with our team members • Arranging Fishing Trips and Picnics • Departmental team member’s outing • Celebrating Diversity with our Multi Cultural Team • Responsible Business / CSR Activities • Monthly Volleyball/Football Matches • Inter-Departmental Competitions and many more. • A monthly activity calendar is posted on the Resort notice board. 22 - FAMILY AND FRIENDS: Our team members are entitled to bring their Family and Friends on a special rate as approved by the General Manager to the Guest Villas as per resort family and friends policy. Human Resources will assist the team members to make booking and arrange the transfers depending on the availability. It is entitled to all permanent Team Members of Radisson Blu Resort Maldives who have successfully completed their probation 23 - APPRECIATION AND REWARDS: We want you to strive for promotions and any opportunities that come your way. The appreciation and rewards will help to motivate and encourage you to be the best and to work to your best abilities. As well as rewards for each department, some of the rewards and appreciation include: • Team Member of the month • Team Member of the year • Bravery awards • Promotions • Annual awards • Manager of the year • GM’s Monthly Special Dinner/Lunch • Management Monthly Mock tail Gathering • Service Excellence award 24 - HEALTH AND SAFETY: The responsibility for maintaining the health and safety of our guests and team members is shared by management and team members. It is important that you take this responsibility seriously. If you cause an accident or ignore a hazard, someone will get hurt and it might be you. We want to eliminate unsafe conditions in our resort but we need your assistance. It is the policy of our resort to ensure, as far as reasonably possible, that all team members are safe from injury and risks to health while at work. All team members are expected to take all practical measures to ensure a safe and healthy work environment in keep with the following defined responsibilities: • Promote a culture of safety. Take reasonable care to protect their health and safety at work. Ensure that they do not endanger any other person through any act or omission at work. • Obey all instructions issued to protect their own health and safety, and the health and safety of others. • Ensure that they are not, by the consumption of alcohol or drugs, in a such a state as to endanger their own safety at work or the safety of any other person at work. • Report or make such recommendations to their department head, as they deem necessary to avoid, eliminate or minimize any hazards of which they are aware regarding working conditions or methods. • Keep work area tidy. • All food handlers should undergo medical checks periodically as required by government authorities 30

• Whilst on duty, inspection can be made periodically and checks will be made on food hygiene practices. Always ensure that all the proper practices in food handling, as specified by Radisson Blu Resort Maldives and government authorities, are followed • First Aid boxes are fully supplied in each department of the resort and please ensure that you familiarize yourself with their locations. • Do not attempt to give first aid to a guest or team members unless you have the proper training. We have a Resort Clinic that will provide basic health care facilities for our guests and team members. 24.1 - Incident reporting • All accidents and injuries, no matter how minor, must be reported to your It must be reported to both the Department Head and Security immediately who will then ensure that an “Accident/ Injury Report Form” is completed and signed by the department head. Every accident will be thoroughly investigated and forms filed for future reference. 24.2 - Hazard potting A hazard is anything that has the potential to cause harm to people or property (e.g. broken glass). In an effort to keep the environment as safe as possible, all hazards an area they consider dangerous on the Resort/ accommodation premises, must be reported immediately to their Department Head and the Security. 24.3 - Food Safety & Hygiene Radisson Bly Resort Maldives is highly committed to food safety and hygiene and believes that high standards can be achieved through competent Team member and safe raw materials and ingredients from reputable suppliers with quality assured systems. 24.4 - Food Safety This is the assurance that food will not cause any harm to the consumer when it is prepared or eaten according to its intended use. Customers are entitled to expect that the food they eat is wholesome and safe for consumption, and is always given top priority. Food borne illnesses and injuries have serious health consequences and also cause loss of business, increased medical care and loss of human lives. We strongly believes in providing safe food to customers. 24.5 - Manual Handling A manual handling operation may be defined as ‘any transporting or supporting of a load (including lifting, putting down, pushing, pulling, carrying or moving thereof) by hand or bodily force.’ • Back injuries often occur as a result of poor lifting techniques. Team members should always plan their lift before performing it. Firstly, bend the knees, not the waist, and “Hug” the load. Avoid twisting and keep the lower back bowed in and tighten the stomach muscles while bending over, setting an object down and when getting up. • To reduce risk of injury, please always use the appropriate mechanical device where necessary for assistance. 24.6 - Operating Equipment / Machinery A team member may operate company equipment and machinery only on the following conditions: • When he/she has been instructed in its use • When he/she has been assigned to the job • When the proper safety devices are in the correct position • When safety equipment is worn • When he/she is competent and has a Resort license to operate the equipment All Team members who are required to use the Resort vehicles will be required to have authorized Driving License. 31

24.7 - Slip & Fall Prevention General recommendations: • Clean up spills. If you can’t, keep away from them and place warning or wet floor signs every time you spot a slippery surface • Switch on lights before entering a room • Keep aisles clear • Keep cupboard doors and drawers closed when not in use 24.8 – Infectious Disease Control Infections can spread rapidly and it is important to note that should you fall ill, treatment must start right away. You must immediately inform your manager or supervisor if you are suffering from or maybe carrying any infectious or contagious disease. After examination, the nurse will decide whether or not isolation is necessary. Please take note of any changes in bowel habits and report any nausea, vomiting, fevers and other symptoms of illness, especially if you handle food. 24.9 - Emergency Procedures During your first week at work, you should familiarize yourself with the emergency procedures as well as the location of assembly points. Please contact your team leader or manager for more information. A detailed emergency procedures manual is available at Security department for reference. 24.10 - Buggy & Boat License Team Members whose responsible for Driving Buggies must have a Buggy License from Radisson Blu Resort Maldives stating that he is eligible to do the job. Boat Captains must have an approved license from the Maldives Transport Authority. Authorized drivers must carry the license with them at all times and present it to the Security if required. You must follow safe driving practices and abide by the local laws. Safe driving practices include steps to ensure the driver’s total concentration and safe operation of vehicles and vessels, not talking on a mobile phone while the vehicle or vessel is moving, not reaching for objects if you have to take your eyes off the pathway. If an accident occurs team members must inform the Security Team immediately. 24.11 - Boat Pass / Exit Pass Before exiting Radisson Blu Resort Maldives on your off duty hours, business trips or vacation, you must fill the Boat Pass/Exit Pass and get the approval from the Department Head. 24.12 - Personal Property For security reasons, team members should not leave personal belongings of value in the workplace. The Resort will not be responsible for the loss, theft or damage of team member’s personal property. However, to assist you with any loss of the items please register your valuables with Safety and Security Department. The Resort reserves the right to inspect all company property to ensure compliance with its rules and regulations, without notice to the team member and at any time, not necessarily in the team members presence. 24.13 - Lost & Found Any money or property found in the resort should be handed in to the lost and found registry in the safety and security department immediately and full details should be noted in the lost and found book. All lost items must be claimed by the original owner within three months for non-valuables and six months for valuable items. Any lost and found money within the resort should be sent to general cashier within 24 hours for safe keeping. The respective employee who found the money can claim the money after six months only with approval of the Director of Finance or General Manager. 32

24.13 - Key Control All keys issued to you are the property of Radisson Blu Resort Maldives. Please keep all keys issued to you in a safe and secure place. If a key is lost or stolen, you should report this to your manager immediately and if it is not found you may be charged for the replacement cost of the key(s). Under no circumstances should you exchange or lend keys issued to you. 24.14 – Right to Know Program Team members have the right to be informed and made aware of all substance used in the workplace that are considered or could be considered, hazardous to their health. This requires that containers be properly labelled and that Material Safety Data Sheets (MSDS) be present for all chemicals in the Resort. All container labels should include: • Product Name • Ingredients • Warning of the specific hazard, such as lung or eye damage • First Aid procedure • Fire extinguishing information if the substance is flammable • Name and address of the chemical manufacturer/supplier or importer 24.15 - Discrimination Discrimination is when someone behaves unfairly towards you, or makes an unfair decision about you that is based on one of the reasons listed below. In general, it is against the law for someone to discriminate against or harass you because of you are: 1. Sex, transgender (Tran-sexuality, actual or presumed) 2. Careers’ responsibilities (in employment only) a. Religious belief/activity b. Political belief/activity c. Breastfeeding, Union activity, Pregnancy or Age 24.16 – Harassment in the Workplace It is the policy of Radisson Blu Resort that all Team members should enjoy good working relationships with each other. This means that every- one should feel comfortable in the workplace and that differences should be respected. An important part of good working relationships is that everyone must be able to work in an environment free from any form of harassment. Any harassment, which is sexual or sexually based, racial , or related to a per- son’s marital status, disability, age, pregnancy, or sexual preference, is discriminatory and will not be tolerated in the workplace under any circumstances Any team member can notify their Supervisor or Manager about Harassment, or they may go directly to Human Resources for assistance. The Resort commits that: • All harassment complaints will be treated seriously, empathetically, confidentially, in a timely manner and will be investigated fairly and impartially. • Action will be taken to ensure the harassment stops. • A team member making a complaint, or witnesses, will not be victimized. • Complaints will be settled within the workplace wherever possible. 24.17 – The Responsibility of Management in Relation to Harassment Legally, we are responsible for what happens in the workplace. All complaints will be taken seriously and handled in the way set out in the Grievance Handling Procedure. At all times, management must make sure that complete privacy is maintaine d. The names of anyone involved in a complaint will not be discussed with others except those immediately involved in the complaint. Management must report all incidents to Human Resources. 33

If a manager feels that she or he is not the best person to be handling the complaint she or he will refer the matter to someone who can better help the team member. 25 - CONFIDENTIALITY During the course of your work, you may have access to confidential information about the Resort, suppliers, guests, or Team Members. It is your responsibility to safeguard sensitive information including information related to work processes, products, accounting or salary information, contracts, business plans and strategies, marketing data. If you are given access to non-public personal information including but not limited to credit card and debit card numbers, date and place of birth, national identification numbers. You are expected to safeguard and maintain the confidentiality of all information whether in oral, in written, or in any form. If you are given access or come upon personal or sensitive information, never leave this information where it is accessible or viewable to others. Upon termination of employment, Team Members must return all documents containing the mentioned information. Confidential information obtained during employment may not be discussed with any third party. 25.1 - Computers and E-mail Computers and Company E-mails should only be used for job-related communications. We may decide to monitor equipment used by the team members from time to time so please be aware that communications are not private when using these facilities. 25.2 – Media It is considered a serious offence for any Team members to release any information to people outside of the Resort on Resort-related matters or affairs of our guests. It is our professional obligation to respect our guests’ privacy. The General Manager is the only team member authorized to act as spokespersons for the Resort. 25.3 – Social Media Usage Team Members Use of Social Media. The company understands that many employees make use of social media in a personal capacity. While they are not acting on behalf of the brand/property, employees must be aware that they are ambassadors of the brand/property at all times and that they can damage it if they are recognized as being one of its employees. • Employees are allowed to say that they work for the brand/property; however, the employee’s online profile may not include the brand/property name as an identifier (i.e. use of a brand/property as part of the name of a blog or a facebook unique identifier). When employees are posting, they should not: • Bring the brand/property into dispute, for example by: • Criticizing or arguing with guests of a property, colleagues, competitors or general audience with regards to the brand/property; • Make defamatory comments about individuals, companies or groups related to the brand/property; • Post images related to the brand/property that are inappropriate or links to inappropriate content. Breach confidentiality, for example by: • Revealing private/confidential information owned by the brand/property. If the Team member uses the brand/property name while using Social Media, the Team member may not breach copyright, for example: • Using some else’s images or written content as described herein; • Using content that belongs to the property either provided by MARCOM or taken directly at property by team members without prior permission; When external content is used, explicit authorization should be granted and/or credits should be properly included acknowledging the content is not original from the property; 34

If the Team member uses the brand/property name while using Social Media, the Team member may not do something that could be considered discriminatory against, or bullying or harassment of, any individual, for example by: • Making offensive or derogatory comments relating to sex, gender, race, religion, disability, sexual orientation or belief; • Using social media channels to post content that is discriminatory or offensive. The following terms of use should be respected at any time by employees with regards to Social Media: • Post only approved content regarding the brand/property name. Have a method in place to ensure only approves content is posted. • Follow corporate social media usage guidelines regarding the brand/property name. • Do not use personal social media sites or related messaging services during business hours. • Any personal usage of social media sites will be notified user and face disciplinary action. 25.4 – Confidential Information & Trade Secrets The Team member shall keep secret and shall not at any time either during the employment, or after its termination, for whatever reason, use, communicate or reveal to any person for the Team member’s own purposes or those of any other person, company or undertaking, any secret or confidential information about the business, finances or organization of the Company or any associated company, or its or their suppliers or customers obtained in the course of employment. The Team member shall also use his best endeavours to prevent the publication, disclosure or use of any such information. All records (electronic and otherwise) documents, drawings and other papers including private notes concerning the Company and all copies and extracts of them made or acquired by the Company in the course of your employment shall be used to further the purpose of the Company only and shall be property of the Company and shall be returned to it on demand at any time. A failure to comply with this provision shall result in immediate termination of your employment. Examples of the types of information that will be regarded as secret and confidential, will include, but not be limited to, the following examples, whether relating to the Company, an associated company or to any client, customer or supplier of the Company or any associated company: • Marketing and sales policies and information, price lists, pricing structures, credit management policies and procedures, payment policies and procedures; • Business plans; • Suppliers and their production and delivery capabilities; • Customers and details of their particular requirements; • Financial information and plans • Information about officers and Team members, and their entitlements; • Any information marked „confidential‟ or which you have been told is confidential or which you might reasonably expect to be regarded as confidential; or any information given in confidence by clients, customers, suppliers or any other person. • The restrictions in this clause do not apply to: • Any disclosure authorized by the Company or required by any court or tribunal or other authorized regulatory authority; or any information which has come into the public domain, except a breach of this clause or of any equivalent provision. 25.5 – Intellectual Property Any invention made in the course of employment or originated by using equipment or facilities owned by the Company shall belong to the Company. The Team member agree to assign to the Company with full title guarantee all present and future intellectual property rights in any invention made by him during the course of your employment with the Company and 35

agree to disclose promptly to the Company all documents and other materials relevant to any such intellectual property. The Team member agree to waive any moral rights that you have or may have against the Company or any of its Team members, officers or agents in any intellectual property originated by him in the course of your employment by the Company. The Team member agree to take such actions and execute such deeds and other documents that the Company considers may be necessary to substantiate, protect and maintain the intellectual proper- ty rights of the Company, without compensation additional to that provided for in his contract of employment. This clause will continue to apply following the termination of employment for whatever reason. The Team member agree that decisions relating to the substantiation, protection and maintenance of any intellectual property originated by you shall be at the sole discretion of the Company and you shall have no claim against the company in the event of any decision not to proceed with any such substantiation, protection or maintenance. 25.6 – Data Protection The Team member agree that personal data relating to you and to your employment with the Company required for the effective administration of the Company may be collected, held (in hard copy and computer readable form) and processed by the Company. The Team member agrees that the Company may process sensitive personal data relating to him including medical details and details of gender, race and ethnic origin. Personal data relating to gender, race and ethnic origin will be processed by the Company only for the purpose of monitoring the Company’s equal opportunity policy and for ensuring that equal opportunities in employment are promoted and maintained. 25.7 – Company Property The Team member shall be responsible for the proper use, maintenance and upkeep of all company property entrusted to his care. The Team member shall compensate the Employer for any damage caused, except for that caused by normal wear and tear, to the company property entrusted to his care. The Team member understands and acknowledges that the Premises is private property and that the Employer has the absolute right to grant, and withdraw at any time, permission to enter and remain on such property, and also to prevent any unauthorized use of such property. The Team member further understands, accepts and acknowledges that he is only permitted to enter and remain on the Premises conditional upon fulfilling the terms of his contract of employment, and that any unauthorized interruption of the Team member’s fulfilment of his con- tract of employment shall render such permission to enter and remain on the property null and void. The Team member understands, accepts and acknowledges that industrial action being likely to result in the withdrawal of service at the Premises; or personal injury to any person; or the destruction of, or dam- age to, property; or the unlawful taking, keeping or use of property; or substantial loss or damage to the Employer’s business, his participation in industrial action shall not absolve him of liability for any injury, loss or damage caused as a result of such industrial action. Where any loss to the Employer’s property or business is caused by the Team member knowingly performing, or refraining from performing, any, the Team member shall reasonably compensate the Employer for such loss. reasonably compensate the Employer for such loss. 36