Employee_Handbook_20.05.21

Welcome If you have recently joined our Company, we extend a warm welcome to you and hope that you will enjoy working with us both now and in the future. We aim to foster a working environment where all employees can operate in a safe, open and trusting environment, with all employees having respect for each other. We embrace diversity in the workplace and are committed to ensuring equal opportunities for all our staff. We will not condone any discriminatory acts or attitudes, whether perpetrated by our staff, or towards our staff. We ask that you study carefully the contents of this handbook as it sets out our rules and procedures and other information which may be useful to you. If you have any queries regarding this handbook, please speak to your Line Manager or the Group Director of HR. The contents of this handbook may well be amended from time to time as a result of changing legislation, as our Company’s needs change, or for any other reason we deem appropriate. You will be informed of any such changes as they happen.

Our Company Journey C.E.O Tom CropperIn 2011, Challenge turned from client to provider, creating a service-led business to eliminate common frustrations businesses face when using agency staff. Since then, Challenge-trg has never lost sight of its roots. The key ingredients to the business success have always remained the same; Service, Compliance and Safety. The group now consists of seven divisions, each division allows us to provide our clients with an incomparable service. To enable such growth, Challenge-trg group has implemented an ambitious acquisition strategy, which - to date - includes, Driver Link UK, Agency Drivers North West, First Step Recruitment Solutions, Phoenix Training Services and trg Logistics. Core Vision & Values

Corporate Social ResponsibilityHealth & Safety PolicyEnvironmental PolicyEqual Opportunities PolicyTraining & Development Policy Performance & ReviewMaternity PolicyPaternity PolicyShared Parental Leave PolicyAdoption Leave & Pay PolicySickness & Absence PolicyDisciplinary & Grievance Policy Whistleblowing PolicyDrugs & Alcohol PolicySocial Media PolicyBullying & Harassment PolicyDress CodeSmoking Prevent Policy

Challenge-trg Group – Corporate Social Responsibility Policy Challenge-trg Group seeks to be a good corporate partner in everything that it does. We have therefore determined to bring together our existing principles into one framework policy under the heading of Corporate Social Responsibility (CSR). The principles encompassed in this policy cover all areas of Challenge-trg Group’s operations and have been developed and continue to be reviewed against and updated by reference to relevant codes of corporate governance and Employment Law. The Directors fully support the principles set out, with the aim of this policy to translate that support into a set of guidelines and standards that set a common approach for Challenge-trg Group, enabling us to provide practical guidance for our managers and employees across the business. Compliance, Monitoring and Reporting:Compliance with this policy will be continuously monitored and subject to review by the Director of HR in conjunction with the Directors. Every manager is responsible for ensuring that the principles set out in this policy are communicated to, understood and observed by all employees and for ensuring compliance in their area of responsibility. Employees who reasonably suspect that there has been a breach of this policy must report it to their line manager, senior management, or other mechanisms established by Challenge-trg Group to report such breaches. We recognise that employees may be reluctant to report concerns for fear of retaliation, Challenge-trg Group may take disciplinary action against any employee who threatens or engages in retaliation, retribution or harassment of any person who has reported or is considering reporting a concern in good faith.

The Directors will not criticise management for any loss of business resulting from adherence to the principles set out in this policy. All sections of this policy are underpinned by our vision and strategy. Areas covered by this policy are Code of Business Ethics (Section 1) Safety and Security (Section 2), Employment (Section 3), Customer and Community (Section 4) and Environment (Section 5). SECTION 1 Code of Business Ethics: This code applies to all of the operations of Challenge-trg Group and sets out the minimum standards which the Directors expects from staff in their internal and external dealings with colleagues, customers, stakeholders and third parties. 1.1 Basic Standards of Conduct (a) We will conduct every aspect of our business with honesty, integrity and openness, respecting human rights and the interests of our employees, customers and third parties. (b) We will respect the legitimate interests of third parties with whom we have dealings in the course of our business. (c) We will maintain the highest standards of integrity – for example, we will not promise more than we can reasonably deliver or make commitments we cannot or do not intend to keep. 1.2 EmployeesChallenge-trg Group: (a) is committed to creating and maintaining a safe and healthy working environment for its employees. (b) will strive to create a workplace in which there is mutual trust and respect and where every person feels responsible for the performance and reputation of our company. (c) will respect the individual and each other’s rights, customs and traditions including the right to freedom of association and the right to decide whether or not to join a trade union and will negotiate in good faith with the properly elected representatives of its employees.

(d) will work towards achieving a diverse workforce, recruiting, employing and promoting employees only on the basis of objective criteria and the qualifications and abilities needed for the job to be performed. (e) will maintain good communications with employees through our information and consultation procedures. (f) will assist employees in realising their potential. 1.3 Customers(a) Challenge-trg Group is committed to providing safe, world class drivers to its customers (b) We aim to develop strong relationships with our suppliers, stakeholders and others with whom we have dealings, based on mutual trust, understanding and respect. (c) In those dealings, we expect our partners to adhere to business principles consistent with our own. (d) Challenge-trg Group will conduct their operations in accordance with the principles of fair competition and applicable regulations such as Bribery and Corruption. 1.4 Compliance with Law (a) All employees of Challenge-trg Group will comply with the laws and regulations applicable wherever they do business. Appropriate training will be provided for employees as necessary. 1.5 Business Integrity (a) No Challenge-trg Group employee shall offer, give, seek or receive, either directly or indirectly, inducements or other improper advantages for business or financial gain and no employee may offer, give, seek or receive any gift or payment which is, or could be construed as, such. If an employee is in any doubt as to whether he or she may accept an offer, that employee should discuss the issue with his or her manager, Director of HR or the Directors. Our Anti Bribery and Corruption Policy is in force at all times. (b) Challenge-trg Group accounting and other records and supporting documents must accurately describe and reflect the nature of the underlying transactions. (c) No undisclosed or unrecorded account, fund or asset will be established or maintained.

(d) Challenge-trg Group will not facilitate, support, tolerate or condone any form of money laundering. 1.6 The Environment (a) Challenge-trg Group is committed to making continuous improvement in the management of its environmental impact. (b) We will work with our partners to promote environmental care, increase understanding of environmental issues and disseminate good practice. 1.7 Community Involvement (a) Challenge-trg Group strives to be a good corporate partner and to fulfil our responsibilities to the societies and communities in which we operate. 1.8 Conflicts of interest and confidentiality (a) Whilst Challenge-trg Group respects the privacy of its employees, all employees are expected to avoid personal activities and financial interests, which could conflict with their responsibilities to Challenge-trg Group. (b) Challenge-trg Group employees and consultants must not seek gain for themselves or others through misuse of their positions or company property. (c) all actual and potential conflicts (including those arising from the activities or interests of close relatives or partners) should be disclosed to and discussed with an employee’s line manager. (d) Information received by anyone in the course of his or her employment must not be used for personal gain or for any purpose other than that for which it was given. (e) Where information is confidential, that confidentiality must be respected. SECTION 2 Safety and Security

2.1 Safety The health and safety of our employees and customers is our paramount concern. Safety underpins all our operations and our internal motto is “If you cannot do it safely, don’t do it”. We have developed a health and safety policy, which underpins all of our operational health and safety tasks/duties (a) General Statement The Directors are committed to ensuring, so far as is reasonably practicable, the health, safety and welfare of all of its employees at work and also the safety of customers and others. (b) This policy seeks continuous improvement and compliance with legislation, having proper regard to the protection of people, premises, property and the environment. It is based on the principles that:  All injuries can be prevented  The goal is zero injuries  Safety is the responsibility of all employees  Working safely is a condition of employment (c) The Directors are tasked to ensure that so far as is reasonably practicable:  There are adequate arrangements and organisation for health and safety in place within their area of responsibility  Responsibilities for carrying out these arrangements are clearly allocated.  All staff are given appropriate information, instruction and training.  Adequate supervision (where appropriate) is provided to ensure compliance with policies and safe systems of work.  All other legal and statutory duties on health and safety incumbent upon Challenge-trg Group are complied with in all their operations and locations.  Performance targets are set to achieve a step change in safety performance.  Adequate resources are allocated and competent persons are appointed to support the achievement of the above objectives. (d) We will continually monitor the health and safety performance of our operations which will be subjected to periodic safety audits to assess performance. The nominated director will:  Present a monthly report on health and safety to the Directors.

 Report to the Board all fatal and notifiable injuries to staff or other persons within 24 hours. (e) The nine key safety principles with which all Challenge-trg Group employees are required to comply are set out below:  Do not endanger yourself or others. Report any hazardous condition or practice that may cause injury to people property or the environment.  Obey all rules, signs and instructions. If you do not understand speak to your manager before you start work.  Keep your work area clean and tidy. Disorder causes accidents, wastes time, energy and materials.  Wear protective clothing and equipment as required. Keep it in good condition, wear it correctly and ask for a replacement if it becomes damaged or unfit for use.  All accidents, incidents and near misses must be reported to your manager. Seek immediate help and first aid (if necessary).  Do not adjust modify or repair any piece of work equipment unless you are competent and authorised to do so.  Use only the correct tools and equipment for the job. Check that they are in good condition before use and use them safely.  Before lifting, assess the load and your capability to move it. Make sure you get help with any heavy or awkward items, and follow approved techniques.  If you have any suggestions to improve safety in your workplace, tell your supervisor or manager. (f)We also require contractors to comply with this policy whilst they are working for or on behalf of Challenge-trg Group or our Clients. 2.2 Security (a) General Statement Security is a key issue for our staff and our business. We recognise the range of security issues which can arise and have implemented the following high level security policy. (b) The Directors of Challenge-trg Group is committed to ensuring, so far as is reasonably practicable, the security of our employees at work and our property. (c) The threats to security are wide ranging, significant and, in the main, driven by external influences. The ability to control risks varies. However, we have the ability to address or

mitigate all of the threats which apply. To be successful in this we need the co-operation and engagement of all of our staff, contractors and our Clients. (d) Security is an area in which we seek continuous development and improvement and compliance with existing and emerging legislation. We will heighten the profile of security to ensure all members of staff understand why they should and how they can play their part. We will also work on ways to involve everyone. Our efforts will bring greater personal and corporate security and business benefit. (e) This statement provides guidance and direction to all employees on what is both required and expected of them. We are confident our employees will appreciate the reasons for this and the benefits to them, their colleagues, our contractors and our property. (f) We aim to achieve, so far as is reasonably practicable:-  A secure environment for everyone utilising our services  A secure environment for staff in their work  Security of our property  Security of our systems and processes (g) We will develop systems to monitor our performance on security within our operations. All operations will be subject to periodic inspection and review. (h) The Group Director of HR will provide regular reports on group security to the Directors of Challenge-trg Group. SECTION 3 Employment In formulating its employment policies, Challenge-trg Group is guided by best practice, employment law and ACAS ACOP. Our employment policies cover all employees of Challenge-trg Group. 3.1 Equal Opportunities and Diversity Policy a) The Directors of Challenge-trg Group is committed to equality of opportunity both in the provision of services to its Clients and as an employer. This policy sets out Challenge-trg Group’s commitment to treat equally and with fairness at all times its employees, customers, contractors and those who come into contact with the company.

(b) We are committed to seeking continuous improvement and compliance with legislation based on the following principles:  Everyone has the right to be treated with dignity and respect.  We will not discriminate on the grounds of race, gender, disability, nationality, religion, philosophical belief, political belief, age, sexual orientation, family status, trade union activity or any other factor.  We will adopt fair and inclusive practices throughout our operations and will seek to eliminate all prejudice, discrimination, bullying and harassment.  All employees have a personal responsibility for the practical application of this policy in their day-to-day activities and must support the policy at all times.  Non-compliance with this policy will be treated seriously and will not be tolerated. (c) The Directors of Challenge-trg Group are required to ensure:  They create a productive and safe working environment, promoting diversity and inclusion in their workforce;  They develop new practices, as appropriate, to ensure all employees, contractors and customers are treated fairly; and they can demonstrate continuous improvement in practices to promote diversity and equal opportunities for all. (d) We will comply with and exceed where possible, employment legislation and relevant codes of practice in the industries we operate in. We will monitor our compliance with this policy and the requirements of relevant underpinning legislation as appropriate. Partner Organisations (e) We are committed to actively working with partner organisations to ensure our policies, procedures and practices are in line with best practice. Challenge-trg Group are members of SEDEX (S000000043587) Practices and Standard Operating Procedures (f) Each branch will put in place practices and standard operating procedures to ensure the commitments in this policy are applied and implemented throughout the organisation. Access to Company Premises g) We will take all reasonable steps to ensure that our buildings and premises are accessible to disabled employees, customers and visitors as required by the Disability Discrimination Act (DDA). Access to Vehicles h) We will also take reasonable steps to ensure that our vehicles are accessible to customers and staff and comply with the relevant legislation.

Access to Information i) We will seek to ensure that information is made available to our customers and employees in alternative formats as required. Recruitment j) All recruitment will be carried out with regard to fairness, equality and consistency for all candidates at all times. Recruitment practices will be inclusive and we will endeavour to ensure there are no barriers to employment of suitable candidates. Staff Training k) We will provide our staff with the necessary guidance and training to ensure the effective implementation of this policy and to ensure we are an inclusive employer and service provider. Complaints l) Any employee who feels that he or she has grounds for complaint in relation to bullying, discrimination, harassment or victimisation has the right to pursue the complaint through our grievance procedures. Customers who feel they have grounds for complaint may pursue these through our complaints policy. We will ensure our complaints/feedback procedures can be accessed and used by everyone. Reporting m) We are committed to monitoring and reporting on our actions and achievements in relation to implementing this Diversity policy both internally and externally. Audit n) We are committed to ensuring that our operations comply with the requirements of this policy and will periodically audit its implementation. 3.2 Human Rights Challenge-trg Group supports the principles of the Human Rights Act and will adhere to the following principles in respect of our employees: a) We will treat all employees fairly and honestly, regardless of where they work. All staff will have agreed terms and conditions in accordance with local law or practice and will be given appropriate job skills training. b) We will pay a fair wage reflecting local markets and conditions. We will always meet any national minimum wage.

c) Working hours shall not be excessive. They shall comply with industry guidelines and national standards where they exist, observing the ETI Base Code. d) We will not employ illegal child labour, forced or bonded labour, forced overtime or condone illegal child labour. e) Employees have the rights of freedom of association and collective bargaining. We respect the right of our employees to choose whether or not to join a trade union without influence or interference from management. Furthermore we support the right of our employees to exercise that right through a secret ballot. f) We will negotiate in good faith with the properly elected representatives of our employees. g) We will abide by the Equality Act h) We will not use or condone the use of corporal punishment, mental or physical coercion or verbal abuse. We have disciplinary procedures for any member of staff whose conduct falls below the required standard. i) We have formal grievance procedures through which staff can raise personal and work-related issues. j) (Where appropriate) All staff will be given reasonable access to bathroom and rest facilities. 3.3 Data Protection (a) We will comply with the relevant principles relating to the General Data Protection Regulations 2018. SECTION 4 Customer and Community 4.1 Customers Our vision is to be the supplier of choice. Challenge-trg Group wants to lead the way in transforming the way people work and the way they feel about their job. By aiming for the top in everything that we do, and helping each other, we can deliver the highest levels of

safety and service and give greater customer and employee satisfaction. We will share all the success of our Company and reach our destination as the number one agency provider. We will:  act in accordance with fair business, marketing and advertising practices and take all reasonable steps to ensure the safety of our services  respect the human rights of our customers – our security and revenue protection arrangements are consistent with international standards for law enforcement  provide transparent and effective procedures that address customer complaints and contribute to fair and timely resolution of disputes without undue cost or burden  not make representations or omissions nor engage in any other practices that are deceptive, misleading, fraudulent or unfair  respect customer privacy and provide protection for personal data in accordance with the relevant law. 4.2 Stakeholders We are committed to maintaining open and regular dialogue with all our stakeholder groups in matters that affect their interests. These range from formal consultation to regular informal contact on a day-to-day or week-to-week basis. 4.3 Suppliers Ethical Purchasing Policy (a) We purchase a wide range of goods and services required in the operation of our business and we also rely heavily on a number of key suppliers for the delivery of our core services. Good working relationships with our suppliers are therefore central to the success of our business. For this reason, we clearly state our purchasing policy as part of ensuring that our business standards are integrated throughout the supply chain. (b) We are committed to obtaining and retaining competitive goods and services while at the same time ensuring they are from sources which have not jeopardised human rights, safety or the environment. (c) We aim to develop strong relationships with our suppliers, based on mutual trust, understanding and respect.

(d) More specifically we expect our suppliers to:  Adhere to business principles consistent with our own.  Ensure that their products and services are produced and delivered to comply with all legislation relevant to their business.  Seek to maintain continuous improvement in their supply chain relationship with us.  Ensure they adopt and implement acceptable safety, environmental, product quality, product stewardship, labour, human rights, social and legal standards in line with our own code and to ensure these issues are acceptably managed within the supply chain for any products supplied to us. (e) We will seek to work with our key suppliers to:  Develop long-term meaningful relations to the benefit of both parties.  Improve the quality, environmental performance and sustainability of goods and services where this can be achieved to the benefit of both parties. 4.4 Community Our workforce & learners provide an essential service to the community. We play a role in connecting people with each other, with other communities and key community services. The operation of our services touches on all members of the community with the potential to impact positively on quality of life. We also operate from a significant number of properties and have responsibility to those living and working nearby as well as being a significant employer. Our relationships with the local communities we serve are therefore very important to us and are an essential part in the growth of our business. When developing our services, we have a role to play in improving services for the community as a whole and not just our individual customers. Through our community strategy, we therefore engage with the community at a range of levels as customers, neighbours, potential employees, businesses and residents. Through our community strategy, we seek to play our part in promoting socially inclusive policies, encouraging the young and disadvantaged and helping older members of the community and the disabled. In line with our core values, our community strategy incorporates the following elements:  Engagement with the local communities in which we operate on the quality of our services and any changes to those services;  Offering employment opportunities to all sectors of the community through non-discriminatory policies and promoting opportunities to disadvantaged and vulnerable groups;  Promoting engagement between our staff and the community;

 Supporting local community groups and charities;  Improving the environment in and around our operations;  Promoting broader opportunities for workplace learning;  Supporting local initiatives for the development and education of young people in the areas we serve; and  Working closely with local law enforcement agencies to address antisocial behaviour, crime and vandalism as well as promoting road safety. In addition, local companies provide support to community based charities and projects in their respective areas including support for employees’ efforts in fund raising and for small-scale projects. SECTION 5 Environment 5.1 Environmental Policy Through our core business activities we are committed to providing good quality, reliable and cost effective services to all our customers. Our policy is to strive to achieve continual improvement in environmental performance. We are committed to:  preventing pollution and reducing the overall impact of our operations on the environment.  maintaining an internal management structure for the management of environmental issues which includes clearly defined responsibilities for environmental management capable of delivering this policy commitment  complying with, and where possible exceeding applicable legal and other requirements relating to the organisation.  monitoring our environmental performance and setting objectives and targets for improvement  providing appropriate training and awareness programmes for our staff Tom Cropper CEO

Challenge-trg Group – Health & Safety Policy 1. The StatementChallenge-trg recognises and accepts its responsibility as an employer to ensure a safe and healthy working environment for its employees, visitors, contractors and other affected by its activities. It also acknowledges the Management of Health and Safety at Work, Approved Code of Practice (as approved by the HSC with consent of the Secretary of State, under section 16 of the Health and safety at Work etc. Act 1974). The Policy document will be revised from time to time to reflect changing needs of the organisation and any changes which may become necessary as a result of developing legislation. This guidance document aims to serve as a reminder on general policy requirements of Health and Safety Legislation and to provide more detailed guidance and information on specific safety procedures. And as such its primary purpose is to promote and develop Health and Safety for all. Challenge-trg will bring revisions of its the Health and Safety Policy Statement to the notice of employees and other affected parties, as appropriate. Copies will be displayed in prominent positions i.e. notice boards and will be part of any employeelearner handbook, to ensure ease of access and a good general distribution. 2. Safety Organisation Under the Health and Safety at Work Act 1974 all staff have a collective and individual responsibility to ensure, through their respective roles, the maintenance of a healthy and safe working environment. It is a requirement of the law that all staff assist and co-operate to promote health and safety and thus ensure high standards, of health and safety, consistent with these Policy requirements. The Health and Safety Officer has the responsibility to advise on Health and Safety arrangements; to co-ordinate training; to liaise with enforcement and advice agencies; to co-ordinate arrangements to inform employees and third parties. The Health and Safety Officer is responsible for ensuring the objectives of the Health and Safety Policy is achieved in practice. All other staff have responsibilities for the day-to-day operational management of the Health and Safety Policy and implementation by participating in achieving the health and safety objectives for areas that affect them, by implementing and rigorously promoting the Health and Safety Policy and procedures as appropriate. Challenge-trg will ensure that the objectives of the Health and Safety Policy are achieved in practice: • safeguarding the health, safety and welfare of their employees

• safeguarding the health, safety and welfare of learners, contractors and visitors who may be affected by organisation’s work activities. 2.1. Challenge-trg Consultants Where Challenge-trg Consultants are working in Schools/Colleges they shall ensure that where appropriate Risk Assessments are undertaken in compliance with the requirements of the Health and Safety Policy organisation and that effective arrangement are in place for planning, organising, controlling, implementing, monitoring and reviewing any measures necessary to safely manage the risk assessment outcomes. They shall ensure that effective communication and information dissemination systems are in place such that all affected staff; as appropriate, are aware of the policies and any other relevant health and safety information which may influence their actions. They should also ensure that all staff are provided with comprehensive and relevant information on the significant risk of their work and the measures to control these risks, and where appropriate be adequately trained to undertake their work activities safely. 2.2. The Health and Safety OfficerThe Health and Safety Officer’s duties and responsibilities include the following: Be the focus for provision of specialist knowledge and advice on health, safety and welfare issues • Monitor and oversee the practical implementation of the Health and Safety Policy. Maintain a high degree of awareness of health and safety issues as they might affect the operation of the Organisation and its duties towards its employees, contractors and visitors • Ensuring that accidents, hazards and near misses are dealt with and recorded according to procedures, including where appropriate, consultation with or notification to the HSE • Arrangements for the health and safety of learners and apprentice on programmes delivered by FE Associates • Identifying training needs, skill gaps, and training programmes, and any associated training courses, as well as ensuring that adequate resource requirements are identified for approval for their completion 2.3. Challenge-trg Employees Every employee has a responsibility to ensure their own health and safety, and to ensure others are not put at risk by their acts or omissions at work. In particular, employees’ duties and responsibilities are: • To understand and comply with the health and safety policies and procedures and those specific to their team • To always act in a manner so as to ensure their own health and safety at work and that of others who may be affected by their work activities

• To report accidents, symptoms of work-related ill health, damage to buildings or equipment, near misses (that might have resulted in injury or damage), and other health and safety hazards promptly • To understand the emergency procedures in respect of first aid, fire, evacuation and any specific safety measures to be adopted for their own area 2.4. Challenge-trg Consultants The Consultants main duties and responsibilities include: • Conduct themselves with due regard for the health and safety of themselves and others who may be affected by their acts or omissions • Report all accidents/incidents, potentially hazards, defects in equipment and inadequacies in facilities and any near misses • Attend training sessions arranged to increase their awareness of health and safety issues • Ensuring that equipment used in teaching areas is fit for purpose, maintained, tested, clearly identifiable and safe to use • Ensuring that the School/College safety rules and procedures are followed, including the provision and wearing of Personal Protective Equipment • Know the emergency procedures in respect of first aid, fire, evacuation and any specific safety measures to be adopted for their own area • Give clear instruction and advice to their learners/staff and inform of any warnings in force i.e. first aid and fire • Integrate health and safety issues into the teaching process as part of a coordinated process • Ensure that learners under his/her control follow safe working procedures, including the use of guards, eye protectors and other personal protective equipment as appropriate • Ensure attention is drawn to the fire warning and evacuation notices displayed • Take notice through normal activities of the position of stairways, fire exits and fire doors, for use in such emergencies • Ensure that individuals are aware that if they are injured in any way they must report it, as appropriate, to receive the necessary treatment and ensure the completion of the necessary Accident/Incident Report Form 2.5. Contractors Challenge-trg has a statutory requirement to ensure the Health and Safety of Contractors whilst working on the organisation’s premises or those under its control to protect staff, learners and visitors from any hazards which arise due to Contractors activities and will ensure: • Contractors have the appropriate health and safety guidance provided by their employers before commencing work

• A suitable and sufficient assessment is made of the work to be carried out in order to identify health and safety implications and ensure protective/preventive measures are taken • Contractors receive relevant Health and Safety information and instruction • Contractors complete and adhere to safe systems of works and submit a method statement for all large contract work agreed with Environment department and other relevant Managers and advisers prior to work commencing. These method statements are to be made available upon request • All contractors sign on daily at Reception and report to appropriate management for approval before commencement of work • All persons likely to be affected by contractor work of any kind are made aware of any health and safety implications in good time 3. Health and Safety arrangements 3.1. Accident and incident writing Challenge-trg will ensure accident/incident reporting that results in the following • death or injury • a dangerous occurrence that could have resulted in death or major injury • an injury to staff that causes absence from work or a change in work activity for more than three days(including weekends) • someone who is not at work suffers an injury as a result of an accident and is taken from the scene to a hospital Keep a record of all accidents and incidents involving • Consultants on School/College premises • Consultant staff during School/College activities off School/College premises The Health and Safety Officer will: • Contact the Health and Safety Executive in the event of a reportable accident, dangerous occurrence or disease affecting Challenge-trg Staff. • Carry out investigations into the causes of accidents, dangerous occurrences and diseases where necessary • Ensure safekeeping of accident, dangerous occurrence documentation/forms 3.2. Moving and Handling The Manual Handling Operations Regulations 1992 establish a clear hierarchy of measures to reduce the risk of injury when performing manual handling tasks. To summarise, manual handling operations which present a risk must be avoided so far as reasonably practicable, if these tasks cannot be avoided then each such task where there is a risk of physical injury

must be assessed. As a result of that assessment the risk of injury must be reduced as far as is reasonably practicable. Manual Handling operations cover lifting and related activities such as holding, carrying, lowering, pushing and/or pulling by hand or bodily force. They also extend to lifting and assisting people. Common hazards are the manual movements of loads and frequent or awkward movements of the body, leading for example to back injuries and severe pains in the hand, wrist, arm or neck – repetitive strain injuries. Moving materials mechanically is also hazardous and people can be crushed or struck by material when it falls from lifting or moving device or is dislodged e.g. from a storage stack. All staff will therefore ensure: • That manual handling is avoided where a safer way is practical or there is risk of injury • Design of task suits the work to the person, not the person to the work where possible • Assessment is made of the risk of injury from any manual handling operation that can’t be avoided • The risk of injury is reduced so far as is reasonably practicable 3.3. Risk AssessmentsThe Management of Health and Safety Regulations requires risk assessment be undertaken, reviewed regularly and a record kept of the findings. Where an activity or task is to be undertaken for the first time, it must be preceded by a risk assessment to consider and then be approved by appropriate Manager prior to commencement. A hazard is anything that has the potential to cause harm (e.g. chemicals, electricity, working with ladders etc.). A risk is the likelihood (big or small) of harm actually occurring. All Employees and Consultants will: • Undertake a risk assessment/hazard analysis of the activities in their care • Assess activities whilst they are in progress • Identify precautions necessary to eliminate or reduce the risk to an acceptable level, seek advice as necessary, and ensure all appropriate personnel are informed • Record the findings of all risk assessment and safety inspections using the appropriate procedures/forms • Ensure all staff/learners are aware of the hazards/risk

3.4. Health and Safety Training It is recognised that safety training is an integral part of training generally. Appropriate Health and Safety training programmes will be devised and implemented to enable all persons to carry out their work safely. Specialist training is required for certain jobs and appropriate courses will be organised in line with the Staff Development Policy, i.e. Risk Assessment, Manual Handling, COSHH, PAT Testing, First Aid, Fire Fighting, etc. Training and instruction will be in accordance with best practice, relevant legislation, codes of practice and guidance notes as appropriate with particular emphasis to young people who are less aware of hazards and risks in the workplace. Consultants should make themselves aware of the Health & Safety Notice board which should display as a minimum: • The School/College’s General Statement of Health & Safety Policy • Employers Liability Insurances • Public Liability Insurance • List of area First Aiders and Appointed Persons • Health and Safety Law poster 3.5. The Health and Safety (Display Screen Equipment) Regulations 2003 The Health and Safety (Display Screen Equipment) Regulations 2003 are in force primarily to protect persons who operate computer equipment on a regular and/or continuous basis. However, even casual operators should be checked to ensure that equipment they operate does not put any unnecessary strain on their eyes, wrist and backs. Strains can be reduced by correct lighting, a well-designed computer desk and a comfortable chair of the correct height. Consultants working in Schools/Colleges should be aware that: • The School/College has a statutory duty to provide Personal Protective Equipment for those employees who may be exposed to a risk to their health and safety whilst at work, except where and to the extent of a risk can be eliminated or controlled by other means. Personal protective equipment (PPE) should only be used as a last resort; wherever possible engineering controls and safe systems of work should be used instead. • In respect of employees, learners, visitors and contractors who might be exposed to a risk to their health and safety, Challenge-trg will ensure that appropriate PPE is used when they are engaged in legitimate company activities.

3.6. Control of Substances hazardous to Health (COSHH) Regulation (2003) The COSHH Regulations 2003 requires that an assessment is made to ensure that precautions adopted for substances used match the potential hazards they create. The data collected in this process should in turn form the basis for information and instructions to all who are involved with the substances. Employees and Consultants should be aware of any substances they are responsible for and will ensure: • a register is kept, in the workplace, of all substances classified as hazardous to health under the regulations and ensure assessments of the risks to health arising from activities are carried out and recorded • a review the register/assessment is carried out at least once per year • data sheets from supplying companies relating to each substance are obtained and are available in the workplace area • all substances are strictly controlled and stored in locked areas • the Health and Safety Officer has a copy of the COSHH register • sufficient information, instruction and training is available to enable users to know the risks to health created by the substance and the precautions needed including handling and storage 3.7. Electrical Safety The requirement of Electricity at Work Regulations 1989, Provision and Use of Work Equipment Regulations 1998, apply, as do any additional specific codes of practice in relation to particular plant, machine or workshop safety. The regulations introduce a control framework incorporating fundamental principles of electrical safety applying to a wide range of plant and systems of work activities. They apply to all places of work and electrical systems at all voltages. Employees and Consultants will: • Ensure that checks of all electrical installations, and any specific electrical machinery or equipment identified within their remit, will be carried out in accordance with relevant statutory requirements and reports kept readily available. • Challenge-trg has implemented a procedure to ensure the testing of all portable electric equipment at periods ranging between 6 months for handheld high use equipment i.e. kettles to three years for computers.

3.8. The provision and use of work equipment regulations (1998 )This legislation places general duties on the Organisation to deal with selected hazards, and also lists minimum requirements for work equipment. The regulations apply to all equipment, ranging from hand-tools to complex machinery, and its use. The duties require the provision of suitable equipment, taking account of the purposes for which, it will be used; the conditions and hazards of the workplace maintenance requirements to ensure that it is kept in good working order; and the provision of adequate training. Specific requirements include guards for danger parts of machinery, control systems and devices, isolation from the source of energy, lighting, stability and hazard waste. 3.9. Provision for special needs Special attention will be given to the health and safety of individual with special needs and in particular, suitable and sufficient access and egress will be provided and maintained. 3.9.1. Working conditionsIn compliance with statutory requirements, Challenge-trg will ensure suitable working conditions, e.g. heating, lighting, ventilation, hygiene and welfare so far as is reasonably practicable. 3.10. Violence to Staff Challenge-trg definition of violence to employees is:- Any incident, in which an employee perceives that they have been unacceptably abused, threatened or assaulted by another member of staff, a learner or any other member of the public with whom they came into contact within circumstances arising out of the course of their employment. Potentially violent situations should be reported to a Line Manager. Line Managers will ensure: • Areas where staff are at risk are risk assessed • Suitable training and information is given to staff at risk • All incidents of violence at work are investigated • Remedial action taken following an incident • Where appropriate, welfare counselling is provided for victims

3.11. Apprenticeship and Employer Training Health and Safety Whist on employer premises staff adhere to company industry specific health and safety legislation including the use of specific Personal Protective Equipment (PPE) as necessary. Learners and staff also will also be informed of their obligations to the organisation’s Health and Safety Policy, and any other health and safety legislation relevant to its undertakings. The responsibilities and duties for the different roles and functions are outlined in the company’s Health and Safety Policy. Arrangements for the health and safety of learners on apprenticeship on programmes delivered by Challenge-trg are the responsibility of the Health & Safety Officer. The following other roles have been identified within apprenticeship delivery: • Group Director of HR • The Head of Training and Compliance • Joint Managing Director • Director of Quality and Partnership • Education consultant • Trainer The arrangements for implementation of the organisation’s Health and Safety Policy will follow those set out on pages 3 -9. All RIDDOR accidents involving learners/apprentices must be reported to the organisation within 24 hours and other accidents within 5 working days. All workplace RIDDOR accidents involving learners/apprentice to be investigated by the employer and the findings reported to the organisation. All employers will be checked for health and safety compliance prior to engaging with them and copies of the Challenge-trg Health & Safety Policy will be provided, and compliance requested under the contractual arrangements. 3.12. Monitoring Health and Safety Health and Safety performance will be monitored on an ongoing basis and reviewed at least annually, through the review of risk assessments, accidents, ill health and incident records, and the results of workplace and equipment inspections. Any necessary action will then be taken so as to improve the overall health and safety performance, i.e. health and safety reviews will be used to identify priorities and set objectives. Workplace inspections will be undertaken and recorded every month.

Challenge-trg Group – Environmental Policy Challenge-trg Group recognises the need for sustainable development and continually aims to improve the environmental effect of its activities, to achieve this we will: Establish sound environmental management by: • Meeting or improving upon relevant legislative, regulatory and environmental codes of practice. • Developing objectives that target environmental improvements and monitor performance by regular review. • Considering any environmental issues in the decision-making process. • Developing a relationship with suppliers and contractors so that we all recognise our environmental responsibilities. • Educating staff so that they carry out their activities in an environmentally responsible manner. Provide for the effective use of resources by: • Promoting waste minimisation by recycling or finding other uses for by-products whenever economically viable. • Promoting the efficient use of resources, energy and fuel throughout the organisation’s operations.

Co-operate with: • The communities in which we operate. • The Government, regulatory bodies and other interested parties with the shared vision of being a good and trusted neighbour.

Challenge-trg Group – Equal Opportunities & Dignity at Work Policy Policy Statement: The Company is an equal opportunity employer and is fully committed to a policy of treating all of its employees and job applicants equally. The Company will avoid unlawful discrimination in all aspects of employment including recruitment and selection, promotion, transfer, opportunities for training, pay and benefits, other terms of employment, discipline, and selection for redundancy and dismissal. The Company will take all reasonable steps to employ, train and promote employees on the basis of their experience, abilities and qualifications without regard to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. In this policy, these are known as the “protected characteristics”. The Company will also take all reasonable steps to provide a work environment in which all employees are treated with respect and dignity and that is free from harassment and bullying based upon age, disability, gender reassignment, race (including colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. In this policy, these are known as the “anti-harassment protected characteristics”. All employees are responsible for conducting themselves in accordance with this policy. The Company will not condone or tolerate any form of harassment, whether engaged in by employees or by outside third parties who do business with the Company, such as clients, customers, contractors and suppliers. Employees have a duty to co-operate with the Company to make sure that this policy is effective in ensuring equal opportunities and in preventing discrimination, harassment or bullying. Action will be taken under the Company’s disciplinary procedure against any employee who is found to have committed an act of improper or unlawful discrimination, harassment, bullying or intimidation. Serious breaches of this equal opportunities and dignity at work statement will be treated as potential gross misconduct and could render the employee liable to summary dismissal. Employees should also bear in mind that they can be held personally liable for any act of unlawful discrimination or harassment. Employees who commit serious acts of harassment may also be guilty of a criminal offence. You should draw the attention of your line manager to suspected discriminatory acts or practices or suspected cases of harassment or bullying. You must not victimise or retaliate against an employee who has made allegations or complaints of discrimination or harassment

or who has provided information about such discrimination or harassment. Such behaviour will be treated as potential gross misconduct in accordance with the Company’s disciplinary procedure. You should support colleagues who suffer such treatment and are making a complaint. The Company will also take appropriate action against any third parties who are found to have committed an act of improper or unlawful harassment against its employees. Recruitment, Advertising and Selection: The recruitment process will be conducted in such a way as to result in the selection of the most suitable person for the job in terms of relevant experience, abilities and qualifications. The Company is committed to applying its equal opportunities policy statement at all stages of recruitment and selection. Advertisements will aim to positively encourage applications from all suitably qualified and experienced people. When advertising job vacancies, in order to attract applications from all sections of the community, the Company will, as far as reasonably practicable: 1. Ensure advertisements are not confined to those areas or publications which would exclude or disproportionately reduce the numbers of applicants with a particular protected characteristic. 2. Avoid setting any unnecessary provisions or criteria which would exclude a higher proportion of applicants with a particular protected characteristic. Where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees with a particular protected characteristic. However, where, having regard to the nature and context of the work, having a particular protected characteristic is an occupational requirement and that occupational requirement is a proportionate means of achieving a legitimate aim, the Company will apply that requirement to the job role and this may therefore be specified in the advertisement.

The selection process will be carried out consistently for all jobs at all levels. All applications will be processed in the same way. The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria and of the need for their consistent application. Person specifications and job descriptions will be limited to those requirements that are necessary for the effective performance of the job. Wherever possible, all applicants will be interviewed by at least two interviewers and all questions asked of the applicants will relate to the requirements of the job. The selection of new staff will be based on the job requirements and the individual’s suitability and ability to do, or to train for, the job in question. With disabled job applicants, the Company will have regard to its duty to make reasonable adjustments to work provisions, criteria and practices or to physical features of work premises or to provide auxiliary aids or services in order to ensure that the disabled person is not placed at a substantial disadvantage in comparison with persons who are not disabled. If it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves unsociable hours or extensive travel), this will be discussed objectively, without detailed questions based on assumptions about any of the protected characteristics. Training and Promotion: The Company will train all line managers in the Company’s policy on equal opportunities and in helping them identify and deal effectively with discriminatory acts or practices or acts of harassment or bullying. Line managers will be responsible for ensuring they actively promote equal opportunity within the departments for which they are responsible. Where a promotional system is in operation, it will not be discriminatory and it will be checked from time to time to assess how it is working in practice. When a group of workers who predominantly have a particular protected characteristic appear to be excluded from access to promotion, transfer and training and to other benefits, the promotional system will be reviewed to ensure there is no unlawful discrimination.

Terms of Employment, Benefits, Facilities and Services: All terms of employment, benefits, facilities and service will be reviewed from time to time, in order to ensure that there is no unlawful direct or indirect discrimination because of one or more of the protected characteristics. Equal Pay: The Company is committed to equal pay in employment. It believes its male and female employees should receive equal pay for like work, work rated as equivalent or work of equal value. In order to achieve this, the Company will endeavour to maintain a pay system that is transparent, free from bias and based on objective criteria. Bullying and Harassment: This policy covers bullying and harassment in the workplace and in any work-related setting outside the workplace, for example, during business trips and at work-related social events. Bullying is offensive or intimidating behaviour or an abuse or misuse of power which undermines or humiliates an employee. An employee harasses another employee if they engage in unwanted conduct related to an anti-harassment protected characteristic, and the conduct has the purpose or effect of violating the other employee’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that other employee. An employee also harasses another employee if they engage in unwanted conduct of a sexual nature, and the conduct has the purpose or effect of violating the other employee’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that other employee.

Finally, an employee harasses another employee if they or a third party engage in unwanted conduct of a sexual nature or that is related to gender reassignment or sex, the conduct has the purpose or effect of violating the other employee’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that other employee, and because of that other employee’s rejection of or submission to the conduct, they treat that other employee less favourably than they would treat them if they had not rejected, or submitted to, the conduct. The unwanted conduct will still amount to harassment if it is based on the anti-harassment protected characteristic of a third party with whom the employee is associated and not on the employee’s own anti-harassment protected characteristic, or if it was directed at someone other than the employee, or even at nobody in particular, but they witnessed it. In addition, harassment can include cases where the unwanted conduct occurs because it is perceived that an employee has a particular anti-harassment protected characteristic, when in fact they do not. Conduct may be harassment whether or not the person intended to offend. Something intended as a “joke” or as “office banter” may offend another person. This is because different employees find different levels of behaviour acceptable and everyone has the right to decide for themselves what behaviour they find acceptable to them. Behaviour which a reasonable person would realise would be likely to offend an employee will always constitute harassment without the need for the employee having to make it clear that such behaviour is unacceptable, for example, touching someone in a sexual way. With other forms of behaviour, it may not always be clear in advance that it will offend a particular employee, for example, office banter and jokes. In these cases, the behaviour will constitute harassment if the conduct continues after the employee has made it clear, by words or conduct, that such behaviour is unacceptable to him or her. A single incident can amount to harassment if it is sufficiently serious. Examples: Bullying and harassment may be verbal, non-verbal, written or physical. Examples of unacceptable behaviour include, but are not limited to, the following: Unwelcome sexual advances, requests for sexual favours, other conduct of a sexual nature.

Subjection to obscene or other sexually suggestive or racist comments or gestures, or other derogatory comments or gestures related to an anti-harassment protected characteristic. The offer of rewards for going along with sexual advances or threats for rejecting sexual advances. Jokes or pictures of a sexual, sexist or racial nature or which are otherwise derogatory in relation to an anti-harassment protected characteristic. Demeaning comments about an employee’s appearance. Questions about an employee’s sex life. The use of nick names related to an anti-harassment protected characteristic. Picking on or ridiculing an employee because of an anti-harassment protected characteristic. Isolating an employee or excluding him or her from social activities or relevant work-related matters because of an anti-harassment protected characteristic. Reporting Complaints: All allegations of discrimination or harassment will be dealt with seriously, confidentially and speedily. The Company will not ignore or treat lightly grievances or complaints of discrimination or harassment from employees. If you wish to make a complaint of discrimination, you should use the Company’s grievance procedure. With cases of harassment, while the Company encourages employees who believe they are being harassed or bullied to notify the offender (by words or by conduct) that his or her behaviour is unwelcome, the Company also recognises that actual or perceived power and status disparities may make such confrontation impractical. In the event that such informal direct communication is either ineffective or impractical, or the situation is too serious to be dealt with informally, you should follow the procedure set out below. If you wish to make a complaint of harassment, whether against a fellow employee or a third party, such as a client, customer, contractor or supplier, you should follow the following steps: 1. First of all, report the incident of harassment to your line manager. If you do not wish to speak to your line manager, you can instead speak to an alternative manager or to HR.

2. Such reports should be made promptly so that investigation may proceed and any action taken expeditiously. 3. All allegations of harassment will be taken seriously. The allegation will be promptly investigated and, as part of the investigatory process, you will be interviewed and asked to provide a written witness statement setting out the details of your complaint. Confidentiality will be maintained during the investigatory process to the extent that this is practical and appropriate in the circumstances. However, in order to effectively investigate an allegation, the Company must be able to determine the scope of the investigation and the individuals who should be informed of or interviewed about the allegation. For example, the identity of the complainant and the nature of the allegations must be revealed to the alleged harasser so that he or she is able to fairly respond to the allegations. The Company reserves the right to arrange for another manager to conduct the investigation other than the manager with whom you raised the matter. 4. Once the investigation has been completed, you will be informed in writing of the outcome and the Company’s conclusions and decision as soon as possible. The Company is committed to taking appropriate action with respect to all complaints of harassment which are upheld. If appropriate, disciplinary proceedings will be brought against the alleged harasser. 5. You will not be penalised for raising a complaint, even if it is not upheld, unless your complaint was both untrue and made in bad faith. 6. If your complaint is upheld and the harasser remains in the Company’s employment, the Company will take all reasonable steps to ensure that you do not have to continue working alongside him or her if you do not wish to do so. The Company will discuss the options with you. 7. If your complaint is not upheld, arrangements will be made for you and the alleged harasser to continue or resume working and to repair working relationships. Alternatively, you may, if you wish, use the Company’s grievance procedure to make a complaint of harassment. Any employee who is found to have discriminated against or harassed another employee in violation of this policy will be subject to disciplinary action under the Company’s disciplinary procedure. Such behaviour may be treated as gross misconduct and could render the employee liable to summary dismissal. In addition, line managers who had knowledge that such discrimination

or harassment had occurred in their departments but who had taken no action to eliminate it will also be subject to disciplinary action under the Company’s disciplinary procedure. Monitoring Equal Opportunity and Dignity at Work: The Company will regularly monitor the effects of selection decisions and personnel and pay practices and procedures in order to assess whether equal opportunity and dignity at work are being achieved. This will also involve considering any possible indirectly discriminatory effects of its working practices.

Challenge-trg Group – Training & Development Policy Training and Development Policy Statement:Challenge-trg Group is committed to creating an environment that encourages development for all members of staff and is therefore committed to attracting and retaining the best possible mix of the highest calibre enabling them to give their best in an enjoyable, stimulating and appropriately challenging environment and to taking a long-term view of their individual development. The purpose of staff training and development is to enable staff, individually and collectively, to enhance their knowledge, expertise and skills in order to enable them to fulfil their job role effectively and support progression. We encourage staff to self-reflect and identify their own development requirements and aspirations as well as being supported in this process by their manager. The company recognises that staff development in its broadest sense include on the job learning, specific training in order to carry out the role, new projects and challenges, knowledge sharing with colleagues, job shadowing, mentoring, coaching, research and study, as well as participation in conferences, seminars, courses, professional qualifications and training events. At the heart of our commitment to staff development is the acknowledgement of the vital role that good leaders and managers play in enabling staff to continue to develop professionally and personally. Consequently we will support our managers with targeted development programmes now and in the future. Organisation Commitment: In accordance with the companies Equality and Diversity Policy there is a commitment to providing equality of opportunity by ensuring that learning and development opportunities are available to staff regardless of disability, gender or sexual identity, marital status, family or caring responsibilities, race, colour, ethnic origin, sexual orientation, age, national origins, nationality, trade union membership and activity, political and religious beliefs, work or study pattern or contractual status.

All staff can expect to:  be welcomed into an evolving and dynamic community where talent, strengths and good ideas will be respected.  be given the opportunity to attend induction and to understand the company structure, ways of working and current job requirements.  take part in staff development with a view to supporting development, facilitating the improvement of performance to meet agreed objectives and achieving career aspirations.  build on or develop the knowledge, ability and skills required to carry out the role for which they have been employed, taking into account reasonable adjustments which may need to made based on individual need, context and circumstances.  be treated as individuals and be provided with the level of support/development which is required for them to develop the skills to do their job effectively.  have the opportunity to extend their learning to equip themselves to meet changing needs, irrespective of their present roles and career pathways.  be able to progress through learning and development activities or have the opportunity.  to prepare themselves for their own potential career progression through learning and development activities. The company will promote the sharing of information and will provide opportunities, facilities and resources in view of development. Roles and Responsibilities:Training Department:  ensure that staff development plans and practices are based on this policy and reflect the commitments made.  produce a local annual staff development plan based on company strategies and priorities and taking into account individual needs.  allocate resources and create an appropriate environment to meet the above.  identified development needs ensuring that there is fair allocation of resources across all grades and types of staff.  discuss development activities with staff and make decisions about which development activities will be agreed ensuring a strategic, systematic, consistent and fair approach.  ensure the provision of appropriate induction programmes for staff new to the company, those taking on increased or different responsibilities, returning after a

long absence or changing job role.  use other suitable mechanisms including observation, feedback, individual meetings and any other appropriate methods to identify the personal and professional learning and development needs and interests of staff.  encourage individuals to develop their knowledge, skills and abilities, to enrich their roles, to find new or improved ways of delivering, or supporting the delivery of, teaching and learning, participation in social and economic engagement activities conduct of research and professional support services.  ensure that realistic objectives are established with a member of staff for any development activity undertaken.  encourage and provide appropriate guidance and support to staff to maintain a record of their learning and development.  where any part of the responsibility for learning and development is delegated to other staff with managerial or supervisory responsibility, ensure that this policy and commitment is adhered to, including provision of appropriate training. All Staff: Individuals have a responsibility for their own learning and development and are expected to:  attend an appraisal meeting annually.  work with their manager to identify and review their training/learning and development needs.  participate in staff development activities that are designed for the company to  meet its commitments and legal responsibilities such as equality and diversity, health and safety, and development relating to leadership and management activities where appropriate.  identify their own development needs on an ongoing basis by means of self-reflection and feedback from their manager.  attend development events onto which they are booked, and withdraw only in exceptional circumstances, and with their manager’s or supervisor’s agreement.  actively seek out the opportunity to practice or use newly acquired skills and experience and to share knowledge gained from attending training with colleagues.  participate in evaluation activities, providing feedback to the manager and, where appropriate, the provider, on how useful learning and development activities have been and whether they have met the expected objectives. Monitoring and Evaluation:The overall staff development policy and its effective implementation needs to be kept under review at a variety of levels and responsibility for this is identified as follows:

Each member of staff is encouraged to maintain a personal development plan which details the specific development activities he/she has undertaken and incorporating relevant information on individual short and long term goals. The HR Department oversee the management of staff induction, training and team and individual staff development plans, including the monitoring and evaluation of the outcomes. The HR Department to produce an annual evaluation report on the year’s staff development activity in order to monitor previous activity. The HR Department has the responsibility to:  oversee the management of systems and processes to support the planning, promotion, co-ordination and review of staff development.  ensure that induction is accessible to all staff and provided in a manner suitable for the needs of all staff  provide appropriate development and opportunities to enable staff to progress and develop their careers.  deliver a programme of staff training and development in equality and diversity issues.  publicise opportunities for staff development and training to all staff.  design and deliver staff development opportunities in an accessible way taking into account different work patterns/structures.  ensure that staff development needs are reviewed regularly and that agreed training and development outcomes are supported.

Challenge-trg Group – Performance & ReviewThroughout the period of probation, your performance will be continuingly monitored with regular feedback from your line manager in order to assist you. There will be structured performance reviews at 3 months & 6 months. Once you have successfully completed your probation, you will be formally reviewed at 6 months and 12 months. During all of the performance review process, you will be given S.M.A.R.T objectives to assist you in your job role. The performance review is very much a 360 process and we encourage feedback as much as possible. The purpose of the performance review is for you to gain an understanding as to how you are progressing within your role against the company’s expectations.

Challenge-trg Group – Maternity Leave Policy Introduction:This section sets out the statutory rights and responsibilities of employees who are pregnant or have recently given birth, and covers the arrangements for ante-natal care, pregnancy-related illness, maternity leave and pay. The Company implements the maternity rights set out in legislation. The following abbreviations are used in this section: EWC Expected Week of Childbirth - the week, starting on a Sunday, in which your doctor or midwife expects you to give birth. SMP Statutory Maternity Pay. QW The Qualifying Week for SMP (the 15th week before the EWC). Maternity rights:You have the following key maternity rights: • Time off for ante-natal care • Maternity pay - linked to your level of earnings • Maternity leave. Notification of pregnancy: On becoming pregnant, you should notify your line manager as soon as you feel able to do so. This is important because there are health and safety considerations for the Company. By the end of the Qualifying Week, or as soon as reasonably practicable afterwards, you are required to provide the following information in writing to the Company: • That you are pregnant • Your EWC • The date on which you intend to start your maternity leave. In addition, you will need to provide your line manager with a MATB1 certificate. The MATB1 is issued by your doctor or midwife and it states when your baby is due. The certificate must have both your doctor’s name and address on it, or if issued by a midwife, her name and registration number. You are permitted to bring forward your maternity leave start date, provided you advise the Company in writing at least 28 days before the new start date or, if that is not possible, as soon as reasonably practicable. You may also postpone your maternity leave start date,

provided you advise the Company in writing at least 28 days before the original proposed start date or, if that is not possible, as soon as reasonably practicable. The Company will formally respond in writing to your notification of your leave plans within 28 days, confirming the date on which you are expected to return to work if you take your full 52-week entitlement to maternity leave. Time off for ante-natal care:Once you have advised the Company that you are pregnant, you are entitled to take reasonable time off work with pay to attend the ante-natal clinic and other ante-natal appointments made on the advice of your doctor, registered midwife or registered health visitor. Ante-natal care may include relaxation and parent craft classes that your doctor, midwife or health visitor has advised you to attend, as well as medical examinations. In order to be entitled to take time off for ante-natal care, you are required to produce a medical certificate from one of the above, stating that you are pregnant. Except in the case of your first appointment, you should also produce evidence of the appointment, such as an appointment card, to your line manager. You must endeavor to give your line manager as much advance notice as possible of ante-natal appointments and you should try to arrange them as close to the start or the end of your working day as possible. Maternity leave:All pregnant employees are entitled to take up to 26 weeks’ ordinary maternity leave and up to 26 weeks’ additional maternity leave, making a total of 52 weeks. This is regardless of the number of hours worked or length of service. Additional maternity leave begins on the day after ordinary maternity leave ends. Ordinary maternity leave can start at any time after the beginning of the eleventh week before your EWC (unless your child is born prematurely before that date). Maternity leave will start on whichever date is the earlier of: • Your chosen start date • The day after you give birth • The day after any day on which you are absent for a pregnancy-related reason in the four weeks before the EWC. If you give birth before your maternity leave was due to start, you must notify the Company in writing of the date of the birth as soon as reasonably practicable. The law requires all employees to take a minimum of two weeks of compulsory maternity leave immediately after the birth of their child (four weeks for factory workers).

Ordinary Maternity Leave:During the period of ordinary maternity leave, your contract of employment continues in force and you are entitled to receive all your contractual benefits, except for salary. In particular, any benefits in kind will continue, annual leave entitlement will continue to accrue and pension contributions will continue to be made. Your pension contributions will be based on your actual pay whilst the Company’s contributions will be based on the salary you would have received had you not gone on maternity leave. Salary will be replaced by Statutory Maternity Pay (SMP) if you are eligible to receive it. On resuming work after maternity leave, you will be entitled to benefit from any general pay increases that may have been awarded in your absence. You should endeavour to take any outstanding annual leave that may be due to you before the commencement of your ordinary maternity leave. You are reminded that holiday must be taken in the year that it is earned and therefore if the holiday year is due to end during maternity leave, then you should take the full year’s entitlement before starting your maternity leave: see the section on Holidays for further information. Additional Maternity Leave:During the period of additional maternity leave, your contract of employment continues in force and, as is the case during the period of ordinary maternity leave, you are entitled to receive all your contractual benefits, except for salary. Any benefits in kind will continue and annual leave entitlement will continue to accrue. Salary will be replaced by Statutory Maternity Pay (SMP) for the first 13 weeks of additional maternity leave if you are eligible to receive it. The remaining 13 weeks of additional maternity leave will be unpaid. Pension contributions will continue to be made during the period when you are receiving SMP but not during any period of unpaid additional maternity leave. Statutory Maternity Pay:SMP is payable for up to 39 weeks during your maternity leave. You are entitled to SMP if: • You have been continuously employed by the Company for at least 26 weeks at the end of the QW and you are still employed during that week. • Your average weekly earnings in the eight weeks up to and including the QW are not less than the lower earnings limit for National Insurance contributions. • You are still pregnant eleven weeks before the start of your EWC (or have already given birth). • You provide a MAT B1 certificate stating your EWC. • You give the Company proper notification of your pregnancy in accordance with the rules set out above.

For the first six weeks, SMP is paid at the higher rate, which is equivalent to 90% of your average weekly earnings calculated over the period of eight weeks up to and including the QW. For the purpose of calculating average weekly earnings, shift allowances, on-call allowance, over-time payments, bonuses and commission are all included. The standard rate of SMP is paid for the remaining 33 weeks (or less if you decide to return to work sooner). This is paid at a rate set by the Government for the relevant tax year, or 90% of your average weekly earnings calculated over the period of eight weeks up to and including the QW if this is lower than the Government’s set weekly rate. If you become eligible for a pay rise between the start of the original calculation period and the end of your maternity leave (whether ordinary or additional maternity leave), the higher or standard rate of SMP will be re-calculated to take account of your pay rise, regardless of whether SMP has already been paid. This means your SMP will be re-calculated and increased retrospectively, or that you may qualify for SMP if you did not previously. You will be paid a lump sum to make up any difference between SMP already paid and the amount payable as a result of the pay rise. SMP is paid into your bank account in the same way as salary is normally paid. SMP is treated as earnings and is therefore subject to income tax and National Insurance deductions. Payment of SMP cannot start prior to the eleventh week before your EWC. SMP can start from any day of the week in accordance with the date you start your maternity leave. SMP is payable whether or not you intend to return to work after your maternity leave. It is important for maternity pay purposes that you notify your Manager if, during the maternity pay period, you are taken into legal custody or start to work for another employer. If you have been working for the Company for less than 26 weeks at the QW, you are not eligible to receive SMP. You may, however, be able to apply to the Department of Work and Pensions for Maternity Allowance if you meet their qualifying conditions. Contact during Maternity Leave: Shortly before your maternity leave starts, the Company will discuss the arrangements for you to keep in touch during your leave, should you wish to do so. The Company reserves the right in any event to maintain reasonable contact with you from time to time during your maternity leave. This may be to discuss your plans for return to work, to discuss any special arrangements to be made or training to be given to ease your return to work or simply to update you on developments at work during your absence. Keeping in Touch Days: Except during the first two weeks from childbirth, you may agree to work for the Company for up to a maximum of ten days during either your ordinary or additional maternity leave without that work bringing the period of your maternity leave to an end and without loss of a week’s SMP. These are known as “keeping in touch” days. Any work carried out on a day shall constitute a day’s work for these purposes.

The Company has no right to require you to carry out any work, and you have no right to undertake any work, during your maternity leave. Any work undertaken, including the amount of salary paid for any work done on keeping in touch days, is entirely a matter for agreement between the Company and you. Any keeping in touch days worked do not extend the period of your maternity leave. Once the keeping in touch days have been used up, you will lose a week’s SMP for any week in which you agree to work for the Company. Returning to Work: You will have been formally advised in writing by the Company of the date on which your maternity leave will end and the date on which you are expected to return to work if you take your full 52-week entitlement of maternity leave. You are expected to return on this date, unless you notify the Company otherwise. If you are unable to attend work at the end of your maternity leave due to sickness or injury, the Company’s normal arrangements for sickness absence will apply. In any other case, late return without prior authorisation will be treated as unauthorised absence. Whilst you are under no obligation to do so, it would assist the Company if you could confirm as soon as convenient during your maternity leave that you will be returning to work as expected. If you wish to return to work earlier than your expected return date, you must give the Company, preferably in writing, at least eight weeks’ notice of your proposed date of early return. If you fail to do so, the Company may postpone your return to such a date as will give the Company eight weeks’ notice, provided that this is not later than your expected return date. If you decide not to return to work at all after maternity leave, you must give notice of resignation as soon as possible and in accordance with the terms of your contract of employment. If the notice period would expire after your maternity leave has ended, the Company may require you to return to work for the remainder of your notice period. Transfer of Maternity Leave: If your expected week of childbirth began on or after April 3 2011 and you propose to return rdto work early without using your full 52-week entitlement to maternity leave by giving at least eight weeks’ advance written notice of an early return in accordance with the rules set above, you may be eligible to transfer up to 26 weeks of your outstanding maternity leave entitlement (and outstanding SMP) to your spouse, civil partner or cohabiting partner, or to the father of your child, to be taken by them as Additional Paternity Leave (and Additional Statutory Paternity Pay) once you have returned to work.

The earliest that Additional Paternity Leave may commence is 20 weeks after the date on which your child is born and it must end no later than twelve months after the date of childbirth. The minimum period of Additional Paternity Leave is two consecutive weeks and the maximum period is 26 weeks. You must therefore have at least two weeks of your maternity leave which remains unexpired if you wish to take advantage of these provisions. Further details should be obtained from your spouse’s or partner’s employer. If you do wish to transfer part of your maternity leave entitlement in this way, you will be required to submit a written and signed declaration form to that employer and you should be aware that it may also make additional enquiries of the Company to verify its employee’s entitlement to Additional Paternity Leave and Pay. Your rights on return to work:On resuming work after ordinary maternity leave, you are entitled to return to the same job as you occupied before commencing maternity leave on the same terms and conditions of employment as if you had not been absent. On resuming work after additional maternity leave, again you are entitled to return to the same job as you occupied before commencing maternity leave on the same terms and conditions as if you had not been absent. If, however, there is some reason why it is not reasonably practicable for the Company to take you back in your original job, you will be offered suitable alternative work of equivalent status and responsibility and on terms and conditions that are no less favourable than would have applied if you had not been absent. If you are a full-time employee, you have no automatic right to return to work on a part-time basis or to make other changes to your working patterns at the end of your maternity leave. However, all requests for part-time work or other flexible working arrangements will be considered in line with the operational requirements of the Company’s business. It is the Company’s policy to promote flexible working arrangements for all employees and in particular for women returning from maternity leave. Further details, including the procedure to be followed, can be found in the section on Flexible Working. If you would like this option to be considered, you should write to your Manager setting out your proposals as far in advance of your return date as possible, so that there is adequate time for full consideration of your request.

Challenge-trg Group – Paternity Leave Policy Introduction:This section sets out the Company’s policy on both paternity leave and pay. The Company implements the paternity rights set out in legislation. This section also covers the statutory right to time off to accompany a pregnant woman to ante-natal appointments. The Company recognises that, from time to time, employees may have a question or concern relating to their paternity rights. In this respect, it is our policy to encourage open discussion between you and your line manager to ensure that questions and problems can be aired and resolved as quickly as possible. The paternity regulations are complex and so you should clarify the relevant procedures with Challenge-trg Group to ensure that they are followed correctly. Entitlement to paternity leave:In order to qualify for the right to take paternity leave, you must meet each of the following eligibility criteria:  You have, or expect to have, responsibility for the upbringing of the child.  You are either the biological father of the child, or you are married to, the civil partner or the cohabiting partner of the child's mother, or you are married to, the civil partner or the cohabiting partner of the child's adopter, or you are one of a couple jointly adopting a child. A cohabiting partner is a person, whether of a different sex or the same sex, who lives with the mother or adopter and the child in an enduring family relationship but is not an immediate relative of the mother or adopter.  You are taking the leave to care for the child or to support the child’s mother or adopter.  You have worked continuously for the Company for 26 weeks calculated as at the 15th week before the expected week of childbirth, or, in respect of an adopted child, calculated as at the week in which the child's adopter is notified of having been matched with the child. Notification of paternity leave: You are required to inform the Company of your intention to take paternity leave by the end of the 15th week before the expected week of childbirth or, in the case of an adopted child, no later than seven days after the date on which notification of the match with the child was given by the adoption agency, unless this is not reasonably practicable. You are required to provide the following information in writing to the Company:

 The date the child is expected to be born or adopted.  Whether you wish to take one or two weeks’ paternity leave.  The date on which you want your paternity leave to start. In the case of an adopted child, your notice should also specify the date on which the adopter was notified of having been matched with the child. You are permitted to bring forward your paternity leave start date, provided you advise the Company in writing at least 28 days before the new start date or, if that is not possible, as soon as reasonably practicable. You may also postpone your paternity leave start date, provided you advise the Company in writing at least 28 days before the original proposed start date or, if that is not possible, as soon as reasonably practicable. You are also required to complete and sign a self-certification form as evidence of your entitlement to paternity leave and pay. A Paternity Leave Form can be obtained from Challenge-trg Group and once completed it should be returned to your line manager. Paternity leave:Assuming you are eligible, you are entitled to take either one week or two consecutive weeks of paternity leave. It cannot be taken as odd days. You can choose to start your paternity leave from:  The date the child is born or placed for adoption (whether this is earlier or later than expected), or  A chosen number of days or weeks after the date of childbirth or placement for adoption (whether this is earlier or later than expected), or  A chosen date later than the first day of the week in which the baby is expected to be born or from a chosen date later than the expected date of placement. If the baby is born later than this date, you must delay your leave until the date of the actual birth. Paternity leave can start on any day of the week on or following the child’s birth or placement for adoption but it must be completed either within 56 days of the actual date of childbirth or adoption or, if the child is born early, within the period from the actual date of childbirth up to 56 days after the first day of the expected week of childbirth. In the case of multiple births from the same pregnancy, only one period of paternity leave is available.

During the period of paternity leave, your contract of employment continues in force and you are entitled to receive all your contractual benefits, except for salary. In particular, any benefits in kind (such as life assurance, private medical insurance, permanent health insurance, private use of a company car or laptop and gym membership) will continue, contractual annual leave entitlement will continue to accrue and pension contributions will continue to be made. Your contributions will be based on the amount of actual pay you are receiving whilst the Company’s contributions will be based on the salary that you would have received had you not gone on paternity leave. Salary will be replaced by statutory paternity pay (SPP) if you are eligible to receive it. Statutory Paternity Pay (SPP):SPP is payable for up to two weeks during paternity leave. You are entitled to SPP if:  You have been continuously employed by the Company for at least 26 weeks ending with the 15th week before the expected week of childbirth or, in respect of an adopted child, ending with the matching for adoption week and you are still employed during that week (and in the case of adoption, you continue to be employed until the date of the child’s placement).  Your average weekly earnings in the eight weeks up to and including the 15th week before the expected week of childbirth, or up to and including the matching week, are not less than the lower earnings limit for National Insurance contributions.  You have requested SPP by giving the Company a completed self-certification form by the end of the 15th week before the expected week of childbirth or, in the case of an adopted child, no later than seven days after the date on which notification of the match with the child was given by the adoption agency – this timescale applies where the expected week of childbirth, or the date of placement of the child for adoption, is on or after 5 April 2015. The Paternity Leave Form can be used for this purpose. SPP is paid by the Company for either one or two consecutive weeks of paternity leave. The weekly rate of SPP is paid at a rate set by the Government for the relevant tax year, or 90% of your average weekly earnings if this is lower than the Government’s set weekly rate. SPP is treated as earnings and is therefore subject to PAYE and National Insurance deductions. SPP is paid into your bank account in the same way as salary is normally paid. SPP can start from any day of the week in accordance with the date you start your paternity leave.