Employee Handbook

EMPLOYEE HANDBOOK

Contents ABOUT US.................................................................................................................... 4 HISTORY....................................................................................................................... 5 OUR LOCATIONS .......................................................................................................... 6 THE SENIOR LEADERSHIP TEAM .................................................................................... 7 MEET SOME OTHER KEY PEOPLE .................................................................................. 9 SWEETNERS................................................................................................................ 10 PAYROLL .................................................................................................................... 12 LEAVE ........................................................................................................................ 14 INTERNAL COMMUNICATIONS.................................................................................... 17 IMPORTANT CONDITIONS OF YOUREMPLOYMENT ...................................................... 18 ENDING THE WORKING RELATIONSHIP........................................................................ 19 COMPANY TRAVEL ..................................................................................................... 20 BEHAVIOUR AND CODE OF CONDUCT ....................................................................... 22 INFORMATION TECHNOLOGY (IT)................................................................................ 25 VEHICLES.................................................................................................................... 27 WORKPLACE HEALTH AND SAFETY............................................................................. 29 MARKETING AND EXTERNAL COMMS ........................................................................ 31

WELCOME Welcome to the company! We would like to wish you every success during your employment whether you are just joining us or are an existing employee. We hope that your experience working here will be positive and rewarding. This Employee Handbook is designed to give you an overview of our systems and procedures and introduce you to some of the people who you will be regularly interacting with. For more detailed information about any of the subjects in this handbook you can find copies of all the company policies on our intranet or you can talk to your manager who will be happy to help. We are very proud of our company and are committed to our ongoing success and we hope you will be too.

ABOUT US With solutions from Trimble Buildings, customers around the world are finding it possible to We are the distribution partner for Trimble build smarter buildings by using smarter tools. products and services throughout Australia, New BuildingPoint is their partner for these solutions Zealand, and PNG. and services which will transform the building design construction and operationlifecycle. Across our group of companies (BuildingPoint, SITECH is the global Trimble name for dealerships SITECH’ UPG and AllTerra, CivilPro and who are transforming work processes to design, Information Alignment) we work with customers build, maintain, and operate the world’s critical to implementtransformational technologies that infrastructure. Leveraging Trimble Machine help tackle some of the greatest challenges the Control Technology and complete portfolio of industry is facing today. Connected Site Solutions well help customers see dramatic improvements to productivity and Though best known for GPS technology, efficiency through all stages of this lifecycle. Trimble integrates a wide range of positioning technologies including GPS, laser, optical and UPG and AllTerra have been helping organisations inertial technologies with application software, in the South Pacific gather, analyse and use wireless communications, and services to provide geospatial data for more than 128 years. complete commercial solutions. Its integrated By implementing and leveraging the right solutions allow customers to collect, manage and technology, geospatial data won’t just be data; analyse complex information faster and easier, it will be the intelligence our customers need making them more productive, efficient, and for better decision- making within their profitable. Organisation. For over 38 years, Trimble has created unique positioning products that have helped customers develop their businesses. Their portfolio includes over 1,200 patents and serves as the basis for the broadest positioning offerings in the industry. Across industries and around the world, Trimble IA specialises in the development, implementation innovation enables economic breakthroughs and management of information and reporting while enhancing safety, boosting compliance, and systems for the resources sector. For more than 20 reducing environmental impact. years, Information Alignment has been designing and implementing software systems globally, Trimble products are used in over 150 countries utilising proven IT technologies and achieving around the world, has employees in more than 35 excellent results in a timely and cost-effective way. countries, coupled with a highly capable network of dealers and distribution partners who serve CivilPro is the industry standard product for lot- and support our customers, and that, is where we based quality assurance. Our software has been a come in. mainstay of the Australian Construction industry for over a decade, supporting major infrastructure and small projects alike. We provide cloud and desktop solutions to maximise client/contractor integration and minimise administration.

HISTORY In 2004, Herga, together with its subsidiary companies forms Alphonse Herga opened a single company and trades shop in Queens Street, under the name Ultimate Brisbane, in 1894 Positioning Group. repairing watches. It In 2009 Trimble enter a joint was then the first of the venture with Caterpillar and Bright family, Frederick forms a global network by the John Bright was hired name SITECH. UPG spins off as an apprentice watch its construction division and maker. forms SITECH dealerships over Frederick apprentices his eastern and central Australia. son, Edward Bright, in In 2013 UPG Celebrates 125 1927. The business then years since the establishment moves to 181 Edward of Herga and opens a new Street Brisbane. company DataHawk which Between 1939 and 1945 focuses specially on the Rail Herga repairs instruments industry. for the US forces of a Between 2014-2015, SITECH night and trades regularly NZ and BuildingPoint NZ during the day. established partnership with Herga is appointed Geosystems and Gough Group Australian dealership – the New Zealand Caterpillar for geodimeter in Dealership. UPG establishes 1927. Edward Bright, BuildingPoint Australia. Newly now Civil engineer, has established BuildingPoint expanded the product grows and becomes the line to electronic distance Australian Tekla dealer – measurers. Pacific Computing, Trimble 1988 is Herga & Co’s MEP distributor Surepoint and 100th birthday. The much more. company undergoes In 2016, Geosystems is significant expansion renamed AllTerra and plans for progression into continues operations in New the next decade. Zealand. 2019, SITECH, UPG In 1992 Herga is and BuildingPoint, now have appointed as the Trimble multiple branches throughout dealership for eastern the east and central of and central Australia. Australia. Between 1997 and 2001 In 2019, the Herga Group Herga forms Ultimate partnered with Trimble Mining positioning group in NSW to purchase Information followed by Victoria and Alignment Pty Ltd, a mining Tasmania in 1999 and information business in WA. South Australia in 2001. www.inapl.com 2020 CivilPro was added to the portfolio, bringing the total number of businesses to six to date.

OUR LOCATIONS Did you know... Trimble has offices in over 35 countries, customers in 150 countries and sales, support, and service networks in 125 countries. They also have global research and developmentcentres in 15 countries and employ over 9000 staff. Our Offices: A list of branch locations and addresses can be found on the Intranet.

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THE SENIOR LEADERSHIP TEAM The Senior Leadership Team set the strategic direction of the company and have successfully projected us through many years of rapid growth. Our leadership team have a strong commitment to being approachable and collaborative. They are always open to hearing ideas and comments so feel free to contact them at any time. Adam Bright Managing Director Adam is based in our Brisbane office. In addition to his role as MD Adam manages our corporate services division and oversees the Software businesses. An avid cyclist, Adam often rides into the office on his bike. When he’s not in the office he’s running around after his two boys who have now started playing Footy. Garry Essex Executive General Manager Garry works from our NSW offices. As well as his role as an executive director, Garry provides leadership to the NSW businesses. A keen sailor, Garry has participated in the Sydney to Hobart Yacht race, and you’ll often find him out on the Bay relaxing on his boat. Tim McPhillips General Manager Prior to joining SITECH, Tim had over 10 years’ experience as a Civil Engineer in the Civil and Mine Construction fields, specialising in Earthworks, Road Construction and Structures. Tim’s role has evolved over his time with the Group and his current position as General Manager keeps him busy with dealings across the entire businesses. Tim likes to unwind away from work by spending time running the trails of Mt Coot-Tha or enjoying the coast with his young family.

MEET SOME OTHER KEY PEOPLE Melinda Lipsett Finance Team Lead I am responsible for all payroll processing, from onboarding new employees to super and payroll tax. I also process all bank payments for the group, making sure foreign exchangerequirements are met and the correct banking procedures are in place. No two days are ever the same and are varied from one day to the next. During my spare time, I love to just spend time with my husband, two adultchildren, two fur babies and cheering on my racehorse. Janice Shackley Human Resources Manager As HR Manager I coordinate all of the processes involved with the Group’smost important asset, our people. You can contact me at any time for a confidential discussion on questions or concerns you may have about youremployment with us. A keen scuba diver, when not at work I love to spend as much time underwater as I possibly can. Ben Geroff Regional Manager Vic/Tas Group WHS Manager After 15 years delivering infrastructure projects for various Australian and International contractors, I joined the Herga Group in 2020 to manage the Victorian and Tasmanian operations. I also oversee the Group’s workplace safety system which is a fundamental pillar of our business. I believe we have a great culture which is created by the variety of skills and backgrounds brought together in a cooperative and caring environment. In my spare time I love to spend time with family and friends cooking over and open fire after a good day on the mountain bike, fishing or generally enjoying the great outdoors. Kenny Dowdall Business Systems and Operations Manager In my current role as Business Systems and Operations I am responsible for the Finance and Logistic departments as well as the Support Gateway team. I have been in many different roles since I joined the company 12 years ago having previously worked for the Trimble dealer in Ireland. Weekends finds me either cheering on my kids as they play soccer, playing soccer, training for soccer, or watching soccer.

SWEETNERS PURCHASE ADDITIONAL LEAVE We offer you the opportunity to purchase an additional 2 weeks’ annual leave per year. RELOCATION OPPORTUNITIES Explore the country if you like. We have operations in most states in Australia and the major cities in NZ. APPOINTMENT DAYS We appreciate it can be difficult to balance work, family and other commitments so we offer an extra 2 days paid leave per year when you just need to ‘get things done’. ENJOY DISCOUNTS ON • Health insurance • Cars • Computers • Flights

STARTING YOUR NEW JOB INDUCTION Everyone who joins us undergoes an induction. We like to make sure all new people understand our policies, systems, and procedures and know who the relevant ‘go to” people are when they need assistance or have questions. Your induction will include an online component, a tour of your workplace, introduction to your colleagues, and an overview of your role and where you fit into the Organisation. On your first day you will be asked to log in to Skytrust our cloud-based Safety Management software. In that platform you can fill in your home address, your emergency contact details and any health information that may be relevant to your employment. Any information loaded to Skytrust will be treated in confidence and only used in an emergency situation. Skytrust will also prompt you to read through our Company policies and important information about how we manage safety. YOUR FIRST DAY On your first day, as a part of your tour, you will be shown where to access safety equipment such as first aid kits, fire extinguishers and the locations of all emergency exits and assembly points. Day 1 will include an intro to the people you work with and all the basics like how to login to our system, where to get a decent coffee and the best local lunch spots. Don’t hold back from asking as many questions as you like – we all had a first day at some stage and understand how overwhelming it can be. HOURS OF WORK In general, as most of us perform outcome-based roles, we are encouraged to manage our own working hours. The company operates Mon – Fri from 8am to 5pm so its good practice to be at work during those hours. For some positions, however being at your workstation during a specified time period is an essential function of the job and so your start and finish times are pre-determined. Your hours will be discussed with you before you start work. While we don’t have set lunch/coffee break times we encourage everyone to take time out to get some lunch and have a bit of a break from the desk regularly during the day. TIMESHEETS We ask everyone to submit a weekly timesheet in our ERP, AX by Thursday at 10am. A how to guide can be found here. If you are going to be out of the office on Thursday or need to make a late change you can email [email protected] and she will sort it out for you.

PAYROLL On your first day with us you will receive an email from attaché online, our payroll software, asking you to log in and upload your bank account details, personal info like address, preferred super fund and your TFN. In order to successfully set up your user account you will need to bring your Tax File Number, bank account and superannuation details. Salaries are paid electronically into your nominated bank account on every second Monday. Generally, your salary will be in your account that night, but it can vary depending on which bank you are with. Superannuation is paid at the current superannuation guarantee contribution level, to the fund chosen by you. If you would like to contribute more of your salary into your super account, please email the details to our payroll officer Mel Lipsett. If you have any questions about your pay or your pay slip, please contact Mel Lipsett in the Brisbaneoffice. You can message her through teams or email her at [email protected] YOUR PAYROLL PRIVACY We treat your payroll information as strictly private and confidential. If you would like us to give payroll oremployment information to a 3rd party e.g., a bank or real estate agent, please have them email [email protected] with the request. We will never give any information about you over the phone and will always ask your permission before emailing anything. PROBATION You will have noted that your employment contract has a probationary period. This time is for both you and the Company to assess whether a career with us is a long-term prospect. During your probationary period you and your manager will catch up to discuss how things are going and identify any issues that need sorting out. We really encourage you to bring up anything that is bothering you at this time – including additional training or info you need. After the 6 months your employment becomes permanent and ongoing.

PERFORMANCE AND SALARY REVIEWS During your employment with us you will catch up regularly with your manager to set goals, identify any additional training needs and talk about your performance in your role. These informal meetings are a great opportunity to discuss how things are going from both your manager’s and your perspective. We encourage you to speak openly about how you are feeling about your role and the company in general at these times. Your salary is reviewed once a year around the end of the financial year. The Senior Manager for your team will assess your salary considering several criteria including: • Your performance in your role • The financial performance of your division and the company as a whole • The salary band for your position You will be informed about any increase in writing.

LEAVE The company encourages us all to maintain a healthy balance between our working and personal lives, to take time to attend to family responsibilities, enjoy recreational activities and undertake travel. ANNUAL LEAVE You are (unless you are on a casual contract) entitled to annual leave on full pay. Your annual leave starts accruing from day 1. Your current Annual Leave balance is noted on the bottom of your payslip. For Personal or Long Ser vice leave balances please get in touch with Mel Lipsett in payroll. As with all matters relating to your employment the company treats leave in accordance with the National Employment Standards. (A copy of the Standards is available here or you can ask Janice in HR). We offer permanent employees the option of salary sacrificing an extra two weeks annual leave. This can be really useful if you have family obligations or just like holidays! If you are interested in more info, please contact Janice Shackley in HR. APPLYING FOR LEAVE We ask everyone to give as much notice of their intention to take leave as possible. We will always try to accommodate your preferred dates taking in to account the needs of the business. Please let your manager know you would like to take leave by emailing them with the dates. Once the leave time has been agreed to you will fill in your timesheets for the period in advance. You don’t need to fill in a form. CHRISTMAS CLOSE-DOWN The company closes down for a period over the Christmas season. The exact length of the close-down depends on when the public holidays fall in any particular year. As a general rule you will need to take about 8 days Annual Leave over the Christmas break. We will let you know early in the year the exact dates of the shut down so you can plan for your break. Of course, some business-critical roles will still need to be performed and if you fall in to this category we’ll let you know well in advance. Please feel free to discuss options with you manager if you won’t have enough paid leave accrued in time for the break. PERSONAL LEAVE (INCLUDING SICK AND CARER LEAVE) Personal Leave is available to all permanent employees when they are ill or need to take care of a family member who is unwell or facing some type of emergency. All full-time people are entitled to 10 paid PL days a year which accrue without limit from year to year if not used. To be paid for your personal leave you note the days you had off on your timesheets.

NOTIFICATION If you aren’t going to be able to come to work, you should let your manager know as soon as possible. Text is ok if it’s really early or late however the text should be followed by a phone call at a better time. This is so we get some idea of when you are coming back to work and what arrangements need to be made to cover your absence. If we don’t hear from you, we will be concerned. We have a duty of care to ensure your safety during working hours and will try and contact you after a reasonable time. If we have no response, we will endeavor to check on you through your emergency contact. WORKING WHILST UNWELL If you are unwell, you are asked to stay home and rest up until you feel better. This is especially the case if you have a condition that may be contagious. In most cases, it is best to completely rest so working from home while unwell is not encouraged. QUARANTINE, ISOLATION PERIODS and LOCKDOWNS In all matters, the Company will strictly follow the health directions from state health and other government sources. If you have been directed to isolate, test or quarantine it is essential that you do so. In most cases of lockdown, the Company will be classed as an essential service and our offices will be open. However, we do ask that if you can successfully work from home, you do so. Customer and site visits should only occur if absolutely critical. We will communicate with you regularly but please call your manager if you are unsure about your individual situation. MEDICAL CERTIFICATES We trust people to use their personal leave for genuine reasons, so we won’t usually ask you to provide proof of your illness. We do reserve the right to do so however in exceptional circumstances, including but not restricted to if people are in negative leave balance or regularly absent on the same day of the week. If you are undergoing a significant health issue its good practice to bring it up with your manager – we don’t need any details just letting us know in advance that you may be away more than usual is fine. COMPASSIONATE LEAVE You are entitled to two days paid compassionate leave for each occasion when a member of your immediate family, or a member of your household: • contracts or develops a personal illness that poses a serious threat to their life; or • sustains a personal injury that poses a serious threat to their life; or • passes away If you need to take some compassionate leave a text to your manager is fine.

ELIGIBLE COMMUNITY SERVICE (Including Jury Duty and Voluntary Emergency Management) You are entitled to leave to attend Jury Duty or when carrying out voluntary emergency management activities (such as the SES or Country Fire Authority). If you will have been called to Voluntary Community Service activity or Jury Duty, please let us know as soon as possible. Mel Lipsett in payroll can answer any queries you have about payment for the time. TIME OFF IN LIEU/ OVER TIME As a general rule salaried employees are not eligible for time in lieu as we are expected to organise our working days to achieve our work load. In exceptional cases eg extraordinarily long days to complete a project or weekend work you should talk to your manager about your eligibility for TOIL. We expect that people will generally work reasonable hours so If you are consistently having to work long days to get your work done please speak with your manager. LEAVE WITHOUT PAY In some circumstances it may be necessary for you to be away from work over and above your usual leave accrual. If that happens you may request leave without pay. As with all leave please give yourmanager as much notice as possible. LONG SERVICE LEAVE LSL is paid in accordance with the legislation in the State you are based in. Feel free to give either Mel in Payroll or Janice in HR a call if you need more information. PARENTAL LEAVE Full-time and part-time employees who have had at least 12 months continuous service are entitled to parental leave (which includes adoption leave and special maternity leave). The Company also supports extended parental leave and flexible return to work arrangements. For full details of Parental Leave entitlements please talk to Janice in HR.

INTERNAL COMMUNICATIONS Effective, respectful communication within our company is critical to our business success. We have several channels open to you when communicating with your colleagues. INTRANET The Intranet is the “go to” place for information including policies, procedures, organisational charts, leave forms, health and safety information, job opportunities and much more. The homepage is used to share company news, customer stories, product introductions, as well as keeping you up to date on current promotions, birthdays, etc. and is an easy access point to safety alerts, and frequently used links. The intranet is kept up to date by the Marketing and Communications Manager, Lesley, and she welcomes any news you may wish to share. You can email her at: [email protected] MICROSOFT TEAMS Teams is the principal platform that we use to communicate, collaborate, and make calls. In Teams, you can conduct one-on-one or group audio and video calls, send instant messages and save and share your work. You can also share screens during web conferencing, schedule meetings, and record meetings. How to guides for Teams is found here. EMAILS We use Outlook to manage the email process. When you start your email, including your signature will have been set up for you. Emails are ok to use for internal communication however we do encourage you to pick up the phone, IM or talk to people in person instead of sending long emails (it’s usually quicker anyway). Try to avoid getting involved in long email trails and think twice by hitting “reply all”. It’s important to remember to be kind and polite when interacting with your colleagues. POLICIES, PROCEDURES, FORMS AND HOW TO GUIDES You will find all the relevant documents and templates you will need to undertake your new role on the shared drive U:\\Policies_Procedures_Forms_Agreements. This library of company documents is regularly updated so its best to download each time you require the document to ensure you have the most current version.

IMPORTANT CONDITIONS OF YOUR EMPLOYMENT PRIVACY AND CONFIDENTIALITY We respect your privacy and the privacy of our customers. We all sign a confidentiality clause as a condition of our employment, due to the possibility of gaining access to information which is confidential and/or intended for company use only. You are required to maintain such information in strictconfidence. This protects the interests of the company in the safeguarding of confidential, unique andvaluable information from competitors or others. Your cooperation is particularly important because of our obligation to protect the security of our customers and our own confidential information. Use your own judgement and common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please ask your manager. DRESS CODE We take pride in the way we present ourselves to our customers, visitors, suppliers, and other stakeholders. We ask all employees to dress in appropriate work attire, whether it be high-vis gear and work boots or office wear. You’ll be supplied with uniforms appropriate to your role when you start. If you need additional items, please let your manager know. We trust you will use your best judgment when deciding whether clothing is suitable work wear. A general rule for days when you are in the office is dressing in clothing that can be classed “smart casual”. When visiting customers Company branded clothing is preferred. Please use perfumes and aftershave judiciously.

ENDING THE WORKING RELATIONSHIP VOLUNTARY RESIGNATION / RETIREMENT You may resign your employment by giving the appropriate amount of notice in writing to your manager. Your employment contract details your notice period. TERMINATION OF EMPLOYMENT Termination may be initiated by you through resignation; may come about through the normal course of events, as with retirement or the expiration of a contract; or may be initiated by the company. The company will never dismiss anyone on the grounds of: • race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer responsibilities, pregnancy, religion, political opinion, national extraction or social origin • temporary absence from work because of illness or injury • membership or non-membership of a trade union • seeking office as, or acting as, a representative of team members • being absent from work during maternity leave or other parental leave • temporary absence from work to participate in a voluntary emergency management activity, or • filing a workplace complaint, or participating in proceedings relating to a workplace complaint

COMPANY TRAVEL For many of us travelling to meet customers, suppliers, attend conferences or visit other offices is an integral part of our work. The company will reimburse all reasonable expenses incurred while travelling on authorised company business. For example: • Meals • Taxi and Uber • Parking As a rule, you won’t be able to claim reimbursement for items such as: • Parking fines • Excessive alcohol consumption • Personal grooming items • Airline Frequent Flyer subscriptions • Credit card fees • Passport fees If in doubt as to whether an expense is claimable, please discuss with either your manager or the HR Manager. Claims for reimbursement can only be made after you have incurred the relevant expenditure. You willneed to supply receipts to substantiate your claim. (Please refer to claiming expenses). In certain circumstances e.g. For extended overseas travel or where financial hardship may be experienced, an advance payment may be available. In these cases, please talk to your manager towork out options. As a rule of thumb, you are considered to be travelling if you are required to travel 100km or more from your usual place of work, or the nature of your duties requires you to stay overnight intemporary accommodation. APPROVAL FOR TRAVEL Please have all travel approved by your manager prior to booking.

BOOKING TRAVEL The company has preferred supplier agreements with hotel groups, hire car companies and Virgin Australia. You are encouraged to use these suppliers where possible. If you are travelling to areas not serviced by our preferred suppliers, you should make cost effective alternative arrangements. The admin person in your office will book travel for you. Please email them with your requirements. USE OF PRIVATE VEHICLE If you use your private vehicle for the company business, you are entitled to be reimbursed for kilometres travelled, using the rates set out by the Australian Tax Office. This may be claimed by submitting a Private Vehicle Claim Form (available on the Intranet). BORDER RESTRICTIONS AND LOCKDOWNS Travel restrictions and entry requirements can change really quickly. Its good practice when away from home or about to embark on travel that you regularly check State Health websites for current exposure sites and conditions of travel. If the situation looks volatile, it’s probably best to talk to your manager about delaying your travel plans.

BEHAVIOUR AND CODE OF CONDUCT We strongly believe that everyone in our workplaces, no matter what their role, deserves to be treated with respect and courtesy. If at any time you feel uncomfortable about any behaviour, language or interaction in our workplaces, customer site or work-related function you are encouraged to raise the matter with a senior person or the HR Manager. No-one will ever be critisised for calling out a situation they feel is inappropriate. If we don’t know about it, we can’t change it. ANTI-DISCRIMINATION The company is committed to building workplaces that are free from discrimination and where everyone is treated on their merits at every stage of their employment. We do not tolerate any form ofdiscrimination. We believe all employees have the right to work in an environment free of discrimination and harassment. If you feel that you have been discriminated against or have witnessed discrimination in the workplace you should report the matter to your manager or the HR manager. WORKPLACE BULLYING AND HARASSMENT The company is committed to ensuring a healthy and safe working environment, free from hostility, offensiveness, intimidation and harassment, and any form of unlawful discrimination. These forms of behaviour within the workplace are unacceptable and will not be tolerated. You are responsible for your own behaviour. If you think your behaviour may offend, then don’t do it. DEFINITION OF SEXUAL HARASSMENT Sexual harassment is any form of unwelcome sexual attention. It has nothing to do with mutual attraction or friendship between people, which is normal and positive. Sexual harassment involves humiliation or offence to the victim. It’s not fun, flattering or flirting. Sexual harassment can happen to anyone and it’s against the law wherever and whenever it occurs. Sexual harassment doesn’t have to be repeated or ongoing to be against the law. Some actions or remarks are so offensive that they’re clearly sexual harassment, even if they’re not repeated. The harassment doesn’t have to be deliberate. It can occur in cases where a reasonable person would have expected that the behaviour was going to be offensive. If you feel that you’re experiencing inappropriate attention from any member of the company, you should contact the HR Manager immediately. All such contact will be treated in the utmost confidence to the extent allowable by the law. RACIAL VILIFICATION We value the difference that people of varied racial backgrounds bring to our society and our business.

WHAT IS RACIAL VILIFICATION At its simplest, vilification is a public act of racial or religious hatred, and the law says that such acts may be unlawful. It is also a criminal offence to incite racial and religious hatred of others by threatening physical harm towards a person or their property. Vilification can take many forms, including hate-speech, graffiti, websites, social media postings and other types of written material. The behaviour often: • Happens in a public place. (In other words, apart from those involved, other people can see it, hear it, or read it. If it happened in private, it’s not vilification). • Incites hatred (serious contempt or severe ridicule) towards people or groups because of their race or religion. CONSEQUENCES OF BREACH OF POLICY Disciplinary action may be taken against a person who participates in bullying, harassment, racial vilification or who victimises a person who has made or is a witness to a complaint. ALCOHOL AND DRUGS Whilst working, operating company property (including company cars), or on meal breaks or rest pauses, you must not be under the influence of or in possession of illegal drugs of any kind. The company does not support the use of alcohol or drugs outside working hours where the effects of these substances may result in impaired work performance. SMOKING Smoking is not permitted in any part of the company buildings or within 4 metres of entries. Smoking is also prohibited in any vehicle owned, leased or operated by the company. Smoking breaks are not provided during working hours. You may smoke during unpaid meal breaks and before or after work, in the designated smoking areas of your workplace only. MOBILE, PERSONAL CALLS,PERSONAL MAIL Please keep your mobile phones onsilent or low volume mode while in the office. Personal use of companysupplied mobile phones is fine but should be kept to a minimum. You may be asked to reimburse the cost of calls if use is excessive.

EMPLOYEE ASSISTANCE PROGRAM The company, through our provider AccessEAP provides access to a number of health and wellbeing initiatives to all our employees including up to 3 free and confidential counselling sessions annually. These are designed to provide short term support when personal, family or work issues are impacting on the individual’s mental health or quality of life. To book an EAP appointment, you simply need to call 1800 818 728 and the AccessEAP team will arrange for you to speak with an experienced, professional counsellor and/or psychologist either face- to-face or over the phone. You can also login to https://www.accesseap.com.au/employees/index.php to view a range of Health and Wellbeing topics and tips.

INFORMATION TECHNOLOGY (IT) The integrity of our IT system is critical to the ongoing success of the Company, so we do ask everyoneto be mindful of this when accessing our network. If you have any questions our IT team are very helpful. You can log a ticket and they’ll get back to you promptly. BUSINESS SYSTEMS The Company uses a few a number of different systems that control different areas of the business. Some of the examples are: • Microsoft Dynamics AX – ERP system that controls the financial, logistics, service (workshop), rental, projects and sales areas within the Organisation. • Microsoft Dynamics CRM – This is to manage lead and opportunity generation as well as record customer interactions. • Skytrust – is used to manage employee records, safety, and quality. There are multiple how-to videos available on the Intranet which cover the all the different processes. If you experience any error messages using the systems, please log a ticket with the IT Helpdesk EMAIL AND INTERNET Emails sent from company addresses are not routinely read or monitored. However, you should keep in mind that emails are records of the company and should be managed accordingly. We do expect everyone to be respectful and polite when communicating via email whether internally or with external parties. Reasonable personal use of company computers and internet is ok. Please use your best judgement when accessing sites that may be illegal, cause offence when viewed in an open office or expose the company to viruses or malware. A good rule of thumb is if you wouldn’t be comfortable with your manager viewing your screen then it’s probably not a good idea. Downloading unlicensed or pirated software or content is never ok. If in doubt whether a download is permitted, please seek guidance from the IT department or your manager before going ahead. MULTI FACTOR AUTHENTICATION As a Company we take cyber security very seriously. Not only does MFA help protect your personal information, pay details, and work, it also protects the Companies network and IT systems. Passwords are increasingly easy to compromise. They can often be stolen, guessed, or hacked — you might not even know someone is accessing your account. MFA helps keep your account secure even if your password is compromised. Setting up your MFA should be a priority when starting with us. A how to guide can be found here IT SECURITY The Company system is constantly barraged by a massive number of phishing attempts and brute force logon attempts.

For example, recently one of our users was tricked into adding a phisher to his WhatsApp and had started communication. Luckily, it was thwarted when another staff member noticed what was happening. Fortunately, with our current Conditional Access Policies and 2FA we can be confident these people will not be able to attack us, as long as we all remain vigilant but there are plenty out there who will continue to try to gain access. We all need to play our part in keeping our system and those of our customers and suppliers safe by remembering to: • Not click links from emails that you weren’t expecting • Be suspicious of any email from sources not already in your contact list • Hover over the links to see the URL, and even if it looks formal, type the domain into your browser using https. Tips to spot a scam: • Misspelled words • Strange or big requests • Website is insecure • No contact information Above all else: • Don’t click the link • Be sceptical and ask a follow up question for clarification • Be careful about the info you share on social media • Keep software up to date

VEHICLES The company runs a large fleet of vehicles and many of us regularly hire cars when travelling for work. When on the road your safety and the safety of other drivers and road users is important to us. You are expected to observe and abide by all Australian traffic laws. Please note you will be responsible for any penalties or fines you incur. LICENSING • The driver of the vehicle must hold a current and valid driver’s license appropriate to the vehiclebeing driven (e.g., manual, automatic etc.) • Please ensure that we have a photocopy of your current driver’s license on file by emailing to [email protected] • You must not drive a company owned or hired vehicle if you no longer hold a current driver’slicense or have your license cancelled or suspended for any reason • You must inform your manager as soon as you become aware that your license has been cancelled or suspended VEHICLE MAINTENANCE The admin person in your office will book all services for your company supplied vehicle. Please ensurethat your vehicle is serviced in accordance with the service book requirements. INSURANCE POLICY Our company vehicles are insured with Global Transport & Automotive Insurance Solutions Pty Ltd. The company’s insurance policy does not protect you against any claims if you operate the vehicle while: • under the influence of drugs or alcohol • not currently licensed to operate the vehicle, or • driving without proper authority

If you are involved in an accident whilst not protected under the company insurance policy, you will be responsible for all costs (property and personal injury) associated with the accident. If you are found guilty of an accident due to reckless driving or negligence, it will be your responsibility to pay the insurance excess. Please note the following important rules: • alcohol and illegal drug use is prohibited while operating a company vehicle, or personal vehicle on company business • smoking is prohibited in all the company vehicles • if you are transporting passengers, please ensure that safety belts are worn and infants/ children are secured in the rear seat of the vehicle in appropriate seat/carriers • all valuables and company equipment should kept out of sight to avoid the risk of theft or damage when the vehicle is unattended • where possible valuable items should be removed from the vehicle if parked in an unsecured environment. ACCIDENTS If you are involved in a motor vehicle accident: • stop or move the vehicle to a clear, safe and legal place if it is safe to do so • you must not drive away from the accident in an unroadworthy vehicle • activate emergency hazard lights (if necessary) • ensure your safety, the safety of others, the vehicle(s) and any belongings • do not admit liability for the accident and notify you manager as soon as practical.

WORKPLACE HEALTH AND SAFETY We take our responsibility to provide a safe work environment very seriously. Upon appointment, you will join a safety group that will meet regularly to discuss safety issues, alerts and safe work procedures. All our workplaces have trained fire wardens, first aiders and other safety personnel. Full details of the company safety team information are available onthe Intranet. FIRST AID If you have any concerns in relation to your safety or the safety of others in the workplace, please report them to the Safety Manager - safety@upgsolutions. com or your manager. If it feels unsafe don’t do it! No one in our Organisation willever be criticised or penalised for stopping work due to safety concerns. All company premises are equipped with first aid kits and have trained first aid staff. In a medical emergency, the team member with the most senior First Aid training will take responsibility for any treatment necessary at the scene. In any accident involving customers or team members: • arrange First Aid and call for medical assistance as necessary including calling an ambulance if required by dialling 000 or 112 from mobile • if the person has fallen and cannot rise unassisted, don’t try to move them unless staying in the same position will result in further injury • do not admit responsibility, apologise, or argue about the cause of the accident • do not suggest the company will take care of medical or hospital bills • don’t suggest medical treatment - let the victim decide whether this is required • if the victim is unconscious, an ambulance should be called immediately • stay with the victim until relieved by First Aid or medical assistance • if blood spillage has occurred, disposable gloves and protective eyewear should be worn to prevent infection • secure the accident scene to prevent further accidents occurring WORKING FROM HOME Ideally, we prefer people to come into the office and spend their working day amongst their colleagues. However, some roles can be performed effectively at home on an ad hoc basis. If you are going to work from home, please clear it with your manager first. Your home working environment should be compliant with our safety policies.

FIRE The safety of our customers and employees is our primary concern in the event of a fire in the building. A fire drill with the evacuation of the building is conducted every 12 months. • firefighting equipment must not be moved or tampered with by any person • only authorised, trained personnel are permitted to handle fire-fighting equipment, except in the case of an emergency • firefighting equipment, fire exits, escape routes and fire service points must be kept clear at all times • if you use a fire extinguisher, whether it is empty or not, do not hang it back up. Lay the extinguisher on its side and report it to your manager • fire hoses are not to be used for any purpose other than firefighting; please don’t use them for washing down, cooling, or other non-fire related tasks. CLEANING Our offices are professionally cleaned regularly however wedo ask everyone to take responsibility for cleaning up after themselves. FACILITIES MANAGEMENT Generally, the admin person in each office will take care of any maintenance issues. If you notice an issue that you can’trectify yourself, please let them know.

MARKETING AND EXTERNAL COMMS Branding Marketing is responsible for keeping all the branding updated i.e. Letterheads, logos, power point templates, forms, and general documents. Each of our Companies has a Style Guide which sets out exactly how any communications, collateral, advertising etc. must be presented. It’s important that we follow these guides when representing the Company. Les will help you put together any communications with external parties. As a rule, if it's got a brand on it, we should always have Marketing review before sending. You can find the Style Guides. U:\\Policies_Procedures_Forms_Agreements\\Master_Spreadsheet_Policies_Procedures.xlsx Intranet Marketing is also responsible for keeping the Intranet up to date. Most of the documents found in the spreadsheet will also be on the Intranet but may be a bit harder to navigate to until you familiarise yourself. One good link you may get a lot of use out of on the Intranet is under the Marketing tab and it is the Trimble Links. Market Smart is especially handy for collateral i.e.. Images, adverts, datasheets, product line brochures, for SITECH or BuildingPoint employees. If you don’t have access to this, just send Les an email and she can set you up. (You will need a Trimble ID prior to this but you should get access to this from your manager when you start your role if applicable). Trimble Survey Partners link is the same as Market Smart but looks after anything Geospatial so if you’re a UPG employee this link is for you. Events All our businesses are members of various industry associations, and quite often get invitations to local events i.e.. Golf days, meetings, breakfast seminars etc. If you get such invitations just send an email to [email protected] and Les will arrange the registration, raise the PO, and payment. Marketing will also send logos or other collateral if required on your behalf. All events we’re participating at are put into the Marketing calendar on Outlook. If you need access to this, just send IT a ticket to be added. We keep some novelty items and promotional goods like pens, caps, Lego etc in stock, but if you need anything particularly for an event, please see Les – allowing 6 – 12 weeks for custom made novelties. Communications Social media is an important channel that we use to keep the market up to date with our events, new products, and technology advancements. Please make sure you follow us and tag us in any personal posts you make. You can find the links to our SM platforms on the Intranet/Marketing tab under ‘Find us on’ (scroll down). If you’re out and about with customers using products, and want Les to post for you, just send an email with a brief description of where you are, what you’re doing, product you’re using etc. and make sure the customer knows and is happy for us to use their name/company name. We encourage you to have an active LinkedIn profile. Please make sure you update any position changes and keep you profile picture professional. A full how to guide can be found here We produce Newsletters twice a year for UPG, SITECH, and BuildingPoint. If you have any customers, you think would be great to promote in these, send an email and we can discuss. It will either be written internally, or we’ll outsource it to Trimble to write. There is a Story Questions document (MAR-FO- 10) in the Master spreadsheet on the U drive. You can send this to your customer to complete prior to chatting with Les if you are unsure whether it will be an article or just a mention.

Websites are built by Drew Povey the Digital and E-Commerce Manager. So, you can also send him any suggested updates, content additions etc. [email protected] Marketing can make any content changes, add a job, add a promotional tile, add a slider etc. If you’re unsure let Les know and she can tell you whether it’s a Drew or Marketing job. If you have any questions or need help don’t hesitate to contact [email protected]

FAQS • Does the Company let me salary sacrifice? o At this stage we can only allow salary sacrifice into super. Email the details of your fund and the amount you would like to contribute to [email protected] • Do I have to supply a medical certificate every time I take a sick day? o No – in most cases we trust you to only take time off if you are genuinely sick or need to care for a family member. Just note the time on your timesheet as personal leave. In some circumstances you may, however be asked to provide a medical certificate. Check the leave policy for more details. • I’ve had a minor accident in my work car what do I do next? o You should inform your manager as soon as possible. There is a form on the intranet that is to be filled out and sent to [email protected] so we can begin the process of repairing the vehicle. o Serious accidents - those which result in injury and / or significant vehicle damage - are treated differently and you should notify your manager as soon as possible. More info can be found here. • I need to take a day off to look after the kids because my partner is sick – can I still get paid? o Yes – time off to care for family members is deducted from your “personal leave” balance in the same way time off because you are sick is treated. • Can I claim mileage if I use my car for work purposes? o Yes – the company reimburses mileage at the rate determined by the ATO (currently 72c per km). There is a private use of vehicle form on the intranet that should be filled in and sent to mel_lipsett@upgsolutions. You will be reimbursed through payroll. Private use of vehicle cannot be claimed through expenses. • I’m applying for a loan and the bank want information about my employment who should I direct them to? o Ask the bank (or another 3rd party) to email [email protected]. We’ll always check with you first before giving out any of your details. We never give out your info on the phone as we can’t verify that the caller is who they say they are. • How do I do my timesheet when I’m away on annual leave? o There is no need to do your timesheet for those dates when you are away if your manager has previously approved the leave.

• I’ve heard that you can take an extra 2 weeks annual leave? o We offer the option of salary sacrificing 2 weeks extra leave. You need to be a permanent employee and have approval from your manager. If approved there is a form on the intranet to forward to HR. • I think someone in my team is being bullied what should I do? o We all have a responsibility to ensure that this is a workplace that is free from bullying and harassment. If you are concerned about some behaviour you have witnessed you should contact Janice Shackley and discuss your concerns. Anything said will be confidential. • I’ve been ordered to work from home but because of my situation it’s very difficult. o We will always try and accommodate your personal situation if we can manage it safely. For a confidential discussion please contact Janice in HR or if you feel comfortable to do so raise the issue with your manager. • How do I go about ordering some new IT gear? o Talk to your manager about your requirements. If agreed they will raise a Purchase Req. and organise it for you. IT are unable to process any direct requests. • I want to change the signature on my company emails o Email signatures are managed through HR. Please email Janice Shackley for any changes. • How do I find out who does what in the Company? o You can find an up to staff directory at the bottom of Intranet homepage. Alternatively, to see how you and others fit in to the Company Structure you can find our Org Charts here • Where should I save all my work docs o Please don’t store any work-related documents or records on our C: drive. It is recommended that all company info should be stored on One Drive or in your group’s channel on Teams. By saving work on the Company shared cloud-based sites your documents are always available if you have any mishaps with your computer.

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