CHALLENGE-trg Colleague Handbook1 Feb 20

COLLEAGUE HANDBOOK Logistics Is In Our DNA

2 Contents Page Time Records and Pay Recording Hours Worked 2 Hours of Work 2 Timekeeping 2 Overtime 2 Absence From Work 2 Holidays 3 Religious Holidays 3 Sickness 3 Your Pay 3 Pay Advice Slips 3 Tax & National Insurance 4 Tax Code Queries 4 P45s 4 Working With Us Our Professional Reputation 5 Entitlement To Work in the UK 5 Outside Employment 5 Changes to Circumstances 5 Scope of Assignment 5 Personal Appearance 5 Personal Appearance – Driving 6 Employment by the Client 6 Conduct 6 Property & Resources 7 Security 7 Stop & Search 7 Smoking 7 Alcohol & Substance Abuse 7 Tools, Equipment & PPE 8 Night Working 8 Driving Fines & Penalties 8 Road Traffic Accidents & Accidents in 8 the Workplace Publicity 8Page Data Protection 8 Your Consent 9 Probationary Periods 9 Notice of Termination 9 Our Policies Equal Opportunities & Dignity At Work 10 Public Interest Disclosure 10 Family Friendly Arrangement Maternity Leave & Pay 11 Adoption Leave & Pay 11 Paternity Leave & Pay 11 Parental Leave 11 Dependant Care Leave 11 Flexible Working 11 Discipline & Grievances Disputes 12 Disciplinary Policy & Procedure 12 Gross Misconduct 14 Suspension 14 Performance & Capability 14 Appeal Procedure 15 Grievance Policy & Procedure 15 Redundancy Policy 16 Health & Safety Health & Safety Policy 18 Manual Handling 23 Machinery 24 Hand Tools 24 Safety Signs 24 C.O.S.H.H. Regulations 1998 25 Special Notes for Driving Assignments 26 Workplace Alcohol Policy 26 Workplace Drugs Policy 27 Violence at Work Policy 27 Bomb Threat Policy 28 Agency Workers Regulations 29 Administration 30 Documentation 30 Glossary 30 Licence Check Code 31 EU Drivers Hours Regs 32 Working Time Directive 33 Fleetboard Drivers Report 34-35

3 Time Records and Pay Recording Hours Worked Before each assignment you will usually be issued (if applicable) with an individual timesheet which will be renewed on a weekly basis. Each week, simply follow any clocking in and out procedures required by the client, enter the hours you work on the timesheet, have this signed by an authorised representative of the client and return it to your Challenge-trg manager by no later than 9.00am on the Monday immediately following the assignment week (week runs from Sunday to Saturday (unless ) prior arrangements with your Challenge-trg manager are made). Alternatively, you may be asked to use multi- timesheets, attendance sheets, swipe cards or some other method to record your start/break/finish times. In some cases you will also be asked to register your department and/or category of work. Full instructions will be provided by your Challenge-trg manager. With these alternative methods your pay information is processed automatically so you don’t need to complete a separate timesheet. Remember, it is your responsibility to follow the correct procedures and failure to do so may result in delay or error in processing your pay. An example of the timesheet can be requested from your Challenge-trg manager. Hours of Work You will be told how many hours you are expected to work, before your assignment begins. Any changes MUST be agreed with your Challenge-trg manager.The hours of work applicable to any assignment will be notified to you in advance of the assignment start date. In terms of the Working Time Regulations 1998 you are entitled to a break of 20 minutes if you work more than six hours on a continuous basis. If, while working with a client, you are not provided with your statutory rest breaks, you should raise this immediately with your Challenge-trg manager. Timekeeping Punctuality is very important. On the first day of an assignment we recommend that you always allow for unexpected delays and aim to arrive in good time ready to commence work. If you anticipate being late at any time, contact your Challenge-trg manager immediately to enable them to brief the Client. Overtime If overtime is anticipated you will normally be told in advance. If you are asked to work any hours different to those notified at the start of the assignment, please tell your Challenge-trgmanager who will confirm the arrangement and the rate of pay. Additional hours are not always paid at a higher rate. Any unauthorised overtime worked will not be paid. Absence from Work Always call your Manager if you are unable to attend work, for any reason.If you are absent from work for any reason you must telephone your Challenge-trg Manager, this must be done as soon as possible but within two hours of your normal starting time. You must also inform your manager at the earliest appropriate time. It is your responsibility to keep your Challenge-trg manager informed of each subsequent day of your absence. Absence for holidays, Jury Service, Military Service or other reasons should be agreed in advance with your Challenge-trg manager who will advise you of the procedure to be followed. You should try to ensure that, wherever possible, any medical or dental appointments are made outside your normal working hours.

4 Holidays Under the Working Time Regulations 1998 you qualify for paid holiday. Your holiday entitlement is 5.6 normal working weeks (28 days if your normal working week is 5 days) paid holiday in each holiday year. This includes public holidays. Your holiday year will be the 12 month period starting 1 April and ending 31 March each ststyear. If your employment begins or ends partway through the holiday year your holiday entitlement for that year will be assessed on a pro rata basis. From 1 April 2020, your holiday styear will be the anniversary of your first shift. You may only take paid holiday to the extent that you have accrued it by your period of continuous work. If, on the termination of your employment, you have taken holidays in excess of the statutory holiday entitlement which has accrued to you at that time, you will be required to repay Challenge-trg the overpayment. Applications for holiday must be requested through your Challenge-trg manager and authorised by Challenge-trg. If you wish to take paid holiday you must give four weeks written notice of the proposed holiday dates to your Challenge-trg manager. Challenge-trg may refuse a request for specific holiday dates at any time up to two weeks before the first date to which the request relates. All requests must be agreed and signed by your Challenge-trg manager in advance of your holiday being booked. You may only take a maximum of two weeks holiday at a time except in exceptional circumstances when you may require an extension and this will be at the discretion of the Managing Director. Challenge-trg may require you to take part or all of any unpaid holiday entitlement by giving you not less than two weeks’ notice. If you take unauthorised annual holiday, you may be subject to disciplinary action, and if you become sick during a period of authorised annual holiday, you have the option to claim SSP instead of holiday, you will then be permitted to take the annual holiday at a later time.All holidays must be taken in the holiday year in which they are accrued and cannot be carried over to the next holiday year. There are no holidays authorised in December. This is our client’s peak time of the year and therefore the busiest time of the year for Challenge-trg. If you acquire any additional holiday over and above your entitlement, this will be unpaid. All normal holiday rules will apply.Religious Holidays Subject to complying with the relevant provisions and taking into account the requirements of Challenge-trg’sbusiness demands, you will normally be allowed to use your annual leave entitlement to observe special religious holidays. Sickness If you are sick for more than three consecutive days, subject to certain conditions, you may be entitled to Statutory Sick Pay. Details are contained in your terms of employment. Your Statutory Sick Pay rights will remain the same through your time with Challenge-trg.Your Pay Your pay will go directly into your elected bank account. You must have your own bank account as we cannot pay into someone else’s bank account.We know how important it is to be paid promptly so, provided the appropriate timesheet procedures have been completed and returned to us as instructed, you will be paid directly by credit transfer into your bank or building society account on the Friday following the two weeks you worked. Full payment details will appear in your pay advice. Your contract of employment will give you more details about your pay.Pay Advice Slips Your pay advice slip will be sent to you using the e-mail address you provided in your registration details or CV.

5 E-mail pay advices will be sent out on every pay day and can be found on your personal portal. You must inform your Challenge-trg manager of any changes to your postal or e-mail address. A minimum of seven days is required to enable Challenge-trg to update your details. Unfortunately Challenge-trg may not be able to reproduce a pay advice slip after a period of six months. Please remember it is your obligation to keep your pay advice slips safe.Tax & National Insurance We have to deduct tax and national insurance from your pay.We have a legal obligation to deduct PAYE and NIC from your pay. To avoid you and us paying more tax than necessary or any delays in processing your pay, we must receive your P45, P46 or a P38 along with your national insurance number before you start any assignment. If you do not pay PAYE and NIC in the usual way, special arrangements must be made through your Challenge-trg manager. Tax Code Queries Once you have supplied us with your tax documents, and started working, any queries relating to your tax code should be directed to: HMRC by Telephoning 0300 200 3200 Quoting reference no 875/1589455 and also your employee reference number, which is on your pay advice. P45s Should you wish to resign from your employment with Challenge-trg, please request your P45 from your Challenge-trg manager. The Payroll team at Head Office is not able to process such requests directly.

Time Regulation requirements are met. 5 Working With Us Challenge-trg’s expectations of your conduct.Our Professional Reputation Challenge-trg’s ability tooffer you suitable assignments depends on our continued reputation for high quality and reliability. Please remember to maintain a high standard of professional conduct and to do your best to promote the interests of Challenge-trg at all times. Challenge-trg has been successful due to its Colleagues's commitment, willingness to succeed and professional conduct. Entitlement To Work In The UK You must be legally entitled to work in the UK.You must confirm that you are legally entitled to work in the UK. If Challenge-trg discovers that you do not have permission to live and work in the UK, or if your permission to do so is revoked or expired, Challenge-trg will be entitled to terminate your employment immediately without giving you any notice or paying you in lieu of notice. Challenge-trg can do so in those circumstances without giving you any warning in terms of the disciplinary procedure. If there are any changes to your visa or other permissions to work in the UK, you must inform your Challenge-trg manager immediately. Outside Employment Whilst working forChallenge-trg, you are expected to devote your whole time, skill and attention during working hours. You must not engage in any other work outside working hours, paid or unpaid, without prior written consent from Challenge-trg. Permission will not be granted for you to engage in any work that Challenge-trg believes to be in direct or indirect competition with our business, or which in Challenge-trg’s view, may or will impair your ability to perform your duties for Challenge-trg fully and efficiently. Alternative outside employment must not prevent you from being available to accept assignments for Challenge-trg. Therefore if you currently have or are considering taking on a second job, you must submit details of this to yourChallenge-trgmanager for consideration to ensure there is no conflict of interest and the Working Change to Circumstances If your details or circumstances change – tell us first.To help us offer you the most suitable assignments, please inform us immediately of any change in your circumstances. This may be a new skill you have acquired, or perhaps a change of address, phone number, e-mail address, bank account, mobility or your availability for work. If seeking assignments requiring any licence or permit, for example as a driver, you must inform us immediately of any changes to your licence. You must also tell us if there is a change to your health and fitness compared to the information provided by you at registration. If you become pregnant, you should inform your Challenge-trg manager who will provide you with a copy of the Maternity Policy. If there is also a change in your circumstances for the worse then please tell us, Challenge-trg will always try its best to accommodate personal situations.Scope Of Assignment If you are asked to do additional tasks – please let us know straight away.While on an assignment, you must not carry out any job functions or tasks that are outside the scope of your assignment as notified to you. If, whilst working on an assignment, you are requested by the client to carry out a task outside this scope, please contact your Challenge-trg manager immediately. Personal Appearance Challenge-trg Colleagues are renowned for maintaining a high level of personal appearance and dress at all times. Presenting a professional image is very important. In particular, you should follow all instructions from us and the client regarding uniforms, safety equipment and PPE, special grooming, appearance or conduct, specifically with reference to health, safety and hygiene. If you have any doubts as to what is expected, please ask your Challenge-trg manager.

6 If you are dressed inappropriately you may be sent home and required to return suitably attired. In such circumstances, no payment will be made for time spent away from work. In circumstances where you consider that observing the dress code may conflict with your religious beliefs, you should contact your Challenge-trg manager in order to discuss the issue. Personal Appearance – Driving Uniform GuidanceColleagues working in a driving environment must change into uniforms upon arrival at work. Every Client will have their own standard in terms of colour scheme and styling. The environment and type of work you are expected to undertake will also impact on your uniform requirements. The following information should therefore be used for guidance. Smart black/blue trousers or knee length skirt Dark blue polo shirt or Challenge-trg Polo Dark blue jumper Hi Vis Vest and any additional PPE required by law or our client No jeans, casual clothing e.g. t-shirts, trainers or open toed shoes Employment By The Client If you are looking for permanent employment you are in the ideal position as a Challenge-trg Colleague. Not only do our clients often offer permanent work to people who perform well, but you also have the ideal opportunity to try a job before you commit yourself. If youare offered a permanent job by any client please let your Challenge-trg manager know immediately. Conduct Don’t forget – you’re representing Challenge-trg at all times.Please conduct yourself professionally at all times. Be polite and aim never to cause offence or misunderstanding. Remember that when on assignment you are our ambassador. Future client assignments may depend on your conduct. It is not possible to provide a comprehensive list of rules as to how you should conduct yourself, but the following list outlines normal rules and practices to be followed: Co-operate with the client, its employees and other workers. Accept the direction, supervision and instruction of any responsible person in the client’s organisation. Observe any rules and regulations of the client’s workplace to which your attention has been drawn or which you might reasonably be expected to anticipate or find out. Treat the client and all fellow employees with courtesy and respect. Treat them how you would expected to be treated. Conform to the normal hours of work for the client’s workplace (unless alternative arrangements have been made in advance by your Challenge-trg manager and the client). Take all reasonable steps while working for the client to safeguard your own safety and the safety of any others who may be present or affected by your actions during the assignment and comply with the Health and Safety Policy of the client. Do not use any motor vehicle or any mechanised equipment in connection with any assignment unless proper insurance cover is in force for such use and you are qualified to do so. If in doubt about any rules or practices ask your Challenge-trg manager.

7 Property & Resources Colleagues are asked to respect Challenge-trg and client property at all times and ensure the cost conscious use of telephones, stationery etc. Telephones, fax machines and internet/ e-mail facilities, etc must not be used for personal use unless prior authorisation has been obtained from the Client. No personal files, messages or other information should be saved on Client computers. Misuse of Challenge-trg or client resources may be treated as a disciplinary matter. Security Please ensure that you comply with client security measures at all times, including any instructions relating to the wearing of security badges or identity cards. You may be provided with items such as keys to parts of the client’s premises. These items remain the property of the client and should be returned as requested or on termination of your assignment. Please keep confidential information, valuables, equipment and materials adequately secured at all times. You must never be in unauthorised possession of any property, including cash, belonging to the client, your colleagues or Challenge-trg. Report suspicious incidents or loss of items immediately to your Challenge-trg manager. Stop & Search Challenge-trg and the client reserves the right to stop and search fully any Colleague (or their vehicles), both prior to entry and before exit from the working location, using whatever reasonable means are at their disposal. Access may also be denied to the working location as part of the Stop and Search Policy. It is part of your terms of employment that, you must comply with a random stop and search request. Failure to comply may result in disciplinary action and may lead to summary dismissal. A search may be made of your office, desk, filing cabinet, car, lorry, bag or person. Smoking The Smoke-free Regulations 2007 make it illegal to smoke in all enclosed or substantially enclosed public places and workplaces. You must adhere to the client’s smoke free policy. Failure to do so may be treated as a disciplinary matter. Alcohol & Substance Abuse Challenge-trg regards drunkenness or disorderly conduct (including being under the influence of alcohol, unauthorised substances or misusing substances) whilst at work, on Challenge-trg or client business or otherwise on Challenge-trg’s or a client’s premises, as being gross misconduct for which you can be summarily dismissed. Challenge-trg and the client reserve the right to test any Colleague both prior to entry and before exit from the working location for the presence of alcohol or other substances in the body, using whatever reasonable means are at their disposal. Should alcohol or unlawful substances be present the assignment will be immediately terminated and you may be summarily dismissed from your employment with Challenge-trg. It is part of your terms of employment that, if you are asked to take part in a random alcohol or substance test this is complied with. Failure to comply may result in disciplinary action which could lead to summary dismissal. You should inform your Challenge-trg manager of any prescribed drug you are taking or course of treatment you are following which may have an impact upon your ability to perform your job safely. It is your responsibility to ensure your practitioner/pharmacist is aware of the requirements of your job. It is your responsibility to ensure that you are fully informed of the potential side effects of any drug/treatment recommended for you, and that any potential side effects are reported to your Challenge-trg manager. Challenge-trg regards the selling, purchasing, use or possession of any illegal substance whilst at work, on Challenge-trg or client business or otherwise on Challenge-trg’s or a client’s premises, as gross misconduct for which you may be summarily dismissed.

Challenge-trg reserves the right to inform the police of any such behaviour (refer to Alcohol & Drugs Policies in the Health & Safety section). Tools, Equipment & Personal Protective Equipment (PPE) If, as a matter of convenience, you are provided with any tools or equipment by Challenge-trg or a client for the purposes of an assignment, you shall be responsible for the security and condition of such tools or equipment. If any tools or equipment are damaged or lost whilst in your care, you will be responsible for the cost of any necessary repairs or replacement. You will pay Challenge-trg the cost of repair or replacement where the tools/equipment belongs to Challenge-trg. Or you will pay Challenge-trg an amount equivalent to any charge made to Challenge-trg by the client. You may be required to wear personal protective equipment (PPE). If required, PPE will be supplied free of charge and must be worn when necessary. Should you fail to return any PPE provided at the end of your assignment, in good condition but allowing for fair wear and tear, the replacement cost may be deducted from any money owed. Should other work wear be provided, a deposit may be deducted from your pay. The deposit will be refunded to you upon your returning the items to Challenge-trg in good condition allowing for fair wear and tear, at the end of your assignment. Night-Working If you are classed as a night worker, you are entitled to request a health screening questionnaire from your Challenge-trg manager in order to identify any potential risks to your health of such work. If your health changes after you have filled out a questionnaire, you may ask for and fill out a further questionnaire. If you are in any doubt as to your status, you should ask your Challenge-trg manager. Driving Fines & Penalties You will be personally liable for any fines or penalties incurred due to driving offences for which you are responsible, including parking fines for any reason, whilst using client or company vehicles whether on 8 public roads or private premises. Failure to pay any fines within the required timescale may lead to disciplinary action. Any fines or penalties that are levied via a client or not paid by you within the required timescale, or are outstanding at the time you leave Challenge-trg will be deducted from any monies due to you. Road Traffic Accidents & Accidents In The Workplace All accidents, no matter how small, must be reported in accordance with the client’s accident reporting procedures and directly to your Challenge-trg manager as soon as possible. Publicity Should you be contacted by any person or company of the media or press in relation to your employment with Challenge-trg or any assignment through Challenge-trg, you should decline to comment and inform your Challenge-trg manager immediately who will determine, what if any response should be made and who it should be made by. In no circumstances should Challenge-trg or any client’s name be identified in any statement, interview or other communication. Data Protection In the course of your work, you may come into contact with, or use confidential information about other colleagues, clients or customers; for example, their names and home addresses. The General Data Protection Regulations 2018 contains principles affecting employees and other personal records. Information protected by the Act includes not only personal data held on computer, but also certain manual records containing personal data, for example, employee HR files which form part of a structured filing system. The purposes of these rules are to ensure you do not breach the Regulations by disclosing any personal information. You should be aware that you can be criminally liable if you knowingly or recklessly disclose personal data in breach of the Regulations. A serious breach of data protection is also a disciplinary offence and will

9 be dealt with under Challenge-trg’s disciplinary procedures. If you access another employee’s HR records without authority, this constitutes a gross misconduct offence and could lead to summary dismissal. Your Consent to Personal Information being held Challenge-trg holds personal data about you, and by signing your contract of employment, you have consented to that data being processed. Agreement to Challenge-trg processing your personal data is a condition of your employment. Challenge-trg also holds limited sensitive personal data about you, and by signing your contract of employment you give explicit consent to Challenge-trg’s holding and processing that data, for example sickness absence records. You also acknowledge that your data can be inspected by our client for the purpose of an audit on Challenge-trg and that any information may be passed on in relation to your training and registration in the event of an investigation by the client. Probationary Periods All Colleagues are required to undergo a minimum probationary period of up to three months. In certain positions this may be longer, and if so, this will be stated in your offer letter/Contract. If during your probationary period your conduct or performance does not conform to the standards required, Challenge-trghas the right to reconsider the suitability of your employment. It may be necessary to extend the probationary period for a further period of up to three months and, if this is the case, you will be informed within four weeks before the end of the minimum probationary period, in writing, and given reasons for this. At the end of your probationary period, provided you and Challenge-trg are satisfied, you will be informed of your appointment as a Colleague of Challenge-trg. Notice of Termination of Employment All appointments are subject to a probationary period of up to three months. For the duration of your probationary period, the period of notice required by you to terminate your employment will be one week. If Challenge-trg should terminate your employment within the probationary period the full disciplinary procedure will not apply. After successful completion of your probationary period, the period of notice required to be given by you is four weeks or such longer period as is specified in relation to the current assignment. Challenge-trg will provide you with the notice as detailed in your contract of employment Notice of resignation must be in writing and given to your line manager. Challenge-trg may at its discretion, and without any obligation, make you a payment should it be decided that you need not work out any period or part of any period of notice. You may request and Challenge-trg may agree to waive the whole part of your period of notice, in any event you will not be paid wages beyond the last day worked. Any such waiver will be recorded in writing by Challenge-trg and signed by you. This is a general notice period and is superseded if alternative notice periods have been arranged which you will receive by way of written confirmation.

10 Our Policies Equal Opportunities & Dignity At Work Policy Challenge-trg is an equal opportunity employer and is fully committed to a policy of treating all of its employees and job applicants equally. Challenge-trg 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. Challenge-trg 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”. Challenge-trg 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. Challenge-trg will not condone or tolerate any form of harassment, whether engaged in by employees or by outside third parties who do business with Challenge-trg, such as clients, customers, contractors and suppliers. A copy of the Equal Opportunities & Dignity at Work Policy is available from your Challenge-trg manager .Public Interest Disclosure Malpractice within Challenge-trg is taken very seriously. Legal protection of employees who speak out in the public interest about wrongdoing or malpractice at work is now in force with the Public Interest Disclosure Act 1998. Employees who in good faith bring financial irregularities, fraud, dangerous practices, environmental hazards, failure to meet health and safety standards or criminal offences to the attention of the management are protected from action against themselves if the information is found to be substantially true. Employees must follow the Grievance Procedure when ‘Whistleblowing’ unless circumstances prove inappropriate. In such circumstances Colleagues should write a confidential letter or email for the attention of Head of Human Resources. Colleagues should always report qualifying disclosure claims internally in the first instance. They will however continue to be protected if any such genuine claim is brought to the attention of other external legal bodies. However this will not necessarily be so if a claim is disclosed directly to the press. In the first instance any questions should be addressed with HR at Challenge-trgHead Office by telephoning 0208 971 1900 or by e-mail to [email protected]

11 Family Friendly Maternity Leave & Pay A copy of the Maternity Policy is available from your Challenge-trg manager. The Maternity Policy describes therights of Colleagues to a number of maternity benefits. The benefitsincludes time off work for antenatal care, maternity leave and maternity pay. Adoption Leave & Pay A copy of the Adoption Policy is available from your Challenge-trg manager. The Adoption Policy describes the rights of Colleagues to a number of benefits in respect of their adoption of a child. Paternity Leave & Pay A copy of the Paternity Policy is available from your Challenge-trg manager. The Paternity Policy describes the rights of Colleagues to receive paternity leave and pay on either the birth or adoption of a child. Parental Leave A copy of the Parental Leave Policy is available from your Challenge-trg manager. The Parental Leave Policy describes the rights of Colleagues to take parental leave. Dependant Care Leave A copy of the Challenge-trg Dependant Care Leave Policy is available from your Challenge-trg manager. Flexible Working A copy of the Flexible Working Policy is available from your Challenge-trgmanager. Please note that our policies are in line with all of our clients in respect of leave for maternity, paternity, parental and dependant care. Challenge-trg will review these policies on an ongoing basis to ensure they reflect future legislative changes.

12 Discipline & Grievances Disputes Working in harmonyNo dispute between any Colleagues shall be permitted to occur either on Challenge-trg or client premises. Challenge-trg requires that each Colleague will at all times work in harmony with other work colleagues. It is expected that Colleagues will maintain a good working relationship with other colleagues at all times, complying with all procedures including the Dignity at Work and Equal Opportunities Policies. If you have a concern or complaint relating to your employment you should raise the matter in the first instance to your Challenge-trg manager. Disciplinary Policy & Procedure PurposeChallenge-trg is committed to behaving fairly and consistently towards all Colleagues when investigating and dealing with alleged instances of unacceptable conduct or performance. To promote that purpose Challenge-trg has developed a procedure for disciplinary matters. It does not form part of any statement of terms of employment unless required to do so by law. Challenge-trg reserves the right to depart from the precise components of its disciplinary procedure where it is appropriate to do so. All cases of misconduct or poor performance must be dealt with in accordance with a fair procedure. The aims of the policy are: To be consistent in the treatment of comparable cases. To allow for careful investigation before penalties are considered. To aim to correct behaviour where possible. To deal rapidly and effectively with misconduct and incapability. To be fair to all Colleagues at all levels of the organisation in disciplinary matters. This policy is applicable to all Challenge-trg Colleagues. It may be varied by Challenge-trg from time to time. Procedure Informal StageIn some instances Challenge-trg may consider that there is no need to take formal disciplinary action, and that it is sufficient to counsel you where conduct or capability are considered to be unsatisfactory. Such counselling will still be documented in your HR records. Formal StageWhen disciplinary matters require a hearing to be held, whenever practicable you will be given reasonable notice and those concerned will be informed in advance of the matter(s) to be discussed. You will receive a letter inviting you to attend the disciplinary hearing. This letter will set out the matters to be discussed at the hearing and any alleged conduct which led to disciplinary action being taken. You will be notified of the possible consequences (including where appropriate the risk of dismissal). You must take all reasonable steps to attend the meeting. If you cannot attend the hearing you should notify the appropriate Challenge-trg manager and an alternative time will be arranged. A failure to attend with no good reason may be treated as misconduct in itself. If you fail to attend without good reason, or are persistently unable to do so (for example for health reasons), we may have to take a decision based on the available evidence. At any formal disciplinary hearing, you have the right to be accompanied by a Challenge-trg work colleague or Trade Union representative. You will be entitled to hear details of any complaint made, and to examine any relevant document prior to the disciplinary hearing. You will be given an opportunity to respond to the matters raised prior to a final decision being made. At the conclusion of each stage, you will be given a letter recording the outcome of the hearing and the means of appeal. No disciplinary sanction will be imposed on you until the case has been investigated.

13 You may be suspended with pay pending the conclusion of the investigation and/or disciplinary procedure, without prejudice. You will not normally be dismissed for a first breach of discipline except in the case of gross misconduct. The penalty for gross misconduct may be dismissal without notice and without payment in lieu of notice. You will have the right to appeal against any disciplinary penalty imposed. An appropriate Challenge-trg manager will conduct the disciplinary hearing. The Challenge-trg manager will then make the decision on the level of disciplinary action to be taken. A disciplinary penalty may be introduced depending on the seriousness of the offence. Any further incident of misconduct or underperformance which takes place within the lifetime of a previous warning is likely to result in a more serious penalty being imposed, even if the nature of the second offence is different from the previous one. Challenge-trg has the right to determine what disciplinary action is appropriate based on the facts of each case. Not all available forms of discipline are appropriate to every disciplinary situation, and it is not required that Challenge-trg treat each form of discipline as a step in a series to be followed with an employee before termination. Challenge-trg’s practice of employee discipline does not imply that “progressive discipline is required.” All cases of disciplinary action under this procedure will be recorded and placed in Challenge-trg’s records. The following procedural stages apply to offences other than gross misconduct: Stage 1 – Verbal Warning For a relatively minor breach of discipline or failure to achieve satisfactory company standards following informal discussions with your Manager, you will be verbally warned. This will be confirmed to you in writing, duly witnessed and will remain in force for a period of six months. Stage 2 - First Written Warning If conduct or performance does not meet acceptable standards, you will normally be given a first written warning. Such a warning will set out the precise details of the offence, the length of time the warning will remain on file, the improvement in conduct or performance required and the time scale if applicable. It will also set out the likely consequences of further offences and what action will be considered if there is no satisfactory improvement. You will also be notified of the right of appeal. A letter informing you of the first written warning will be sent to you and kept on your HR file at Challenge-trg. Stage 2/3 – Final Written Warning If there is still a failure to improve conduct and/or performance and these remain unsatisfactory, or alternatively if the misconduct and/or performance is sufficiently serious to warrant only one final written warning (but insufficient to justify dismissal) then a final written warning will be issued to you. A final written warning can also be given for an accumulation of minor offences for which a first written warning may not have already been issued. The warning will, if appropriate, refer to any previous disciplinary action and will state the consequences of failure to improve as required and the length of time the warning will remain on file. You will also be notified of the right of appeal. A letter informing you of the final written warning will be sent to you and kept on your HR file at Challenge-trg. Dismissal If conduct and/or performance remains unsatisfactory and you will fail to reach the prescribed standards then dismissal will normally result. This stage of the disciplinary procedure will normally be carried out by a Challenge-trg manager. The reason(s) for dismissal will be specified and communicated to you and where appropriate, reference will be made to any previous disciplinary action taken. The dismissal notice will indicate the effective date of termination of employment together with the right of appeal. Dismissal at this stage will normally be with notice or pay in lieu of notice. A letter informing you of the termination of

14 employment will be sent to you and kept on your HR file at Challenge-trg. Gross Misconduct You will not normally be dismissed for a first offence except for instances of gross misconduct. The following list provides examples of offences, which are normally regarded as gross misconduct. This list is not exhaustive but indicates the type of offences that constitute gross misconduct. An act of gross misconduct will normally warrant summary dismissal without the normal period of notice or payment in lieu of notice. Gross MisconductFalsification of records or documents including those relating to the attendance or timekeeping of an employee. Fighting or acts of violence, aggression or intimidation. Refusal to comply with or deliberate disregard of Health and Safety Regulations. Persistent refusal to obey reasonable instructions given by a Challenge-trg manager. Wilfully endangering others. Serious misrepresentation on the Colleague employment application. Unauthorised possession of Challenge-trg/client property or property of third parties. Serious negligence which causes unacceptable loss, damage or injury. Conduct which could bring Challenge-trg/client into disrepute. Theft, attempted theft or wilful damage to Challenge-trg/client property, or property belonging to any individual. Being drunk and disorderly, or under the influence of alcohol on Challenge-trg/client premises. Being in possession of illegal substances or under the influence of whilst on Challenge-trg/client premises. Unauthorised disclosure of any Challenge-trg/client information. Serious and/or persistent harassment or discrimination or bullying whether sexual, racial or otherwise. Serious act of insubordination or insulting, abusive or indecent behaviour. Convictions for any offence affecting staff or external relations which amount to a breach of trust. The abuse or misuse of Challenge-trg/client internet or e-mail systems, including distribution. Fraudulent or consistently incorrect expenses or other claims Challenge-trg believes that as a representative of the company, if a Colleague is banned for any reason from any of its client’s sites, this may give rise to gross misconduct or may be dismissed for some other substantial reason - third party pressure. The above is intended as a guide and is not an exhaustive list. Suspension In the event of serious or gross misconduct, you may be suspended on full basic pay while a full investigation is carried out. Such suspension does not imply guilt or blame and will be for as short a period as possible. Suspension is not considered a disciplinary action .Performance & Capability With reference to capability and performance, standards in terms of quality and quantity of work will be discussed and agreed between you, the client and line manager. Incapability by you may be regarded as justification for dismissal without formal warning.

Appeal Procedure If you have been given a formal warning or have been dismissed with or without notice you will be entitled to appeal where reasonably practicable to the next level of management. Appeals must be lodged with Challenge-trg within five working days of receipt of any formal warning or notice of dismissal. If your warning was issued by the Challenge-trg manager, you should lodge your appeal in writing to [email protected] . Reasons for the appeal must be stated clearly, highlighting any new information you would like to be considered. Mere disagreement with the disciplinary action taken will not be considered as a suitable basis for an appeal. All appeals will be considered as quickly as possible. The decision made on appeal will be final and will be given to the Colleague in writing within 5 working days of the appeal hearing. Please note that this appeals procedure relates specifically to the outcome of a disciplinary hearing and must not be confused with the grievance procedure, which relates to concerns raised by you about your job. Grievance Policy & Procedure PurposeChallenge-trg recognises that from time to time Colleagues may wish to seek redress for grievances relating to their employment. Challenge-trg has a responsibility to ensure that any grievance that is raised is dealt with promptly. The aim of this procedure is to provide a process by which a Colleague may raise a grievance and where necessary to enable the aggrieved person to appeal to the second level of management. The aim of the procedure is to settle any grievance or issue as near as possible to the point of origin. Challenge-trg’s policy is to encourage free communication between Colleagues and their line managers/ Challenge-trg to ensure a speedy resolution to 15 disputes. This procedure is applicable to all Challenge-trg Colleagues. Procedure The grievance procedure does not form part of your terms of employment unless required to do so by law. Challenge-trg may adopt any procedure that it considers suitable to the circumstances. If you have any concerns or questions about your employment/assignment you should discuss it informally with your Challenge-trg manager in the first instance. We hope that the majority of concerns will be resolved at this stage. Stage 1If the matter is not resolved to your satisfaction you should put your grievance in writing to [email protected] . They will escalate your grievance to the appropriate Challenge-trg manager. Your grievance should set out the nature of the complaint including any relevant facts, dates and names of individuals involved so that we can investigate it. The Challenge-trg manager will invite you to attend a meeting to discuss your grievance. You must take all reasonable steps to attend the meeting. At any formal grievance hearing, you have the right to be accompanied by a Challenge-trg work colleague or Trade Union representative. If you cannot attend the hearing you should notify the appropriate Challenge-trg manager and an alternative time will be arranged. If you fail to attend without good reason, or are persistently unable to attend (for example for health reasons), we may have to take a decision based on the available evidence. The Challenge-trg manager will give their decision within 5 working days of the grievance being heard. Challenge-trg is committed to hearing and resolving all disputes as quickly as possible. If the grievance involves a Client employee then the client will be consulted as part of the procedure. Stage 2 (Final Stage)If you are dissatisfied with the outcome of your grievance you may appeal in writing to the next level of management. Your appeal must be sent within 5 working days of your receipt of the response to your Stage 1 grievance. Your

16 appeal should outline clearly the nature of the grievance and in what way you believe the matter was not satisfactorily addressed at Stage 1. The manager considering the appeal will review: The information you have presented and the reasons you give for progressing the grievance to Stage 2. The procedure that was followed at Stage 1. Normally within 5 working days of receiving the appeal, the manager will hold an appeal hearing. This timescale can be extended if required. You must take all reasonable steps to attend the meeting. At any formal grievance hearing, you have the right to be accompanied by a Challenge-trg work colleague or Trade Union representative. After hearing your appeal the manager will advise you in writing of their appeal decision, normally within 5 working days of hearing the appeal. If it is not possible to respond within the specified time period you will be given an explanation for the delay and told when you can expect a response. The appeal decision is final. Redundancy Policy Should circumstances arise where redundancy may be a possibility because fewer employees are needed to perform Challenge-trg’s work, the first steps Challenge-trg will take will be to: Reduce overtime to a workable minimum. Restrict recruitment. Investigate measures such as short-time working and/or lay- offs. Investigate whether there are opportunities for redeployment to other departments within Challenge-trg. Explore other methods by which desired cost cuts could be achieved. Explore whether there are any other options available in order to avoid redundancy. If redundancies cannot be avoided, Challenge-trg will give consideration to terminating agency workers and asking for volunteers. Whilst Challenge-trg will aim to keep the number of compulsory redundancies to a minimum, the overriding consideration will always be the future needs of the business. Consultation If the need for compulsory redundancies arises, the selection of employees for redundancy will be in accordance with the section on “Selection Criteria” and there will be full consultation with employees throughout the redundancy selection process. Employees will be notified at the earliest possible opportunity of the business reasons for the potential redundancy situation and of Challenge-trg’s proposals. During the consultation exercise, full information will be provided to employees and/or their representatives about Challenge-trg’s proposals and there will be adequate opportunity for employees or their representatives to respond. Information provided may include: the reasons for the proposed redundancies; the numbers and categories of employees who may be made redundant; the proposed method of selecting employees for redundancy; the proposed method of carrying out the redundancies, including the time period over which the dismissals may take effect; and the proposed method of calculating redundancy payments (if non-statutory). Challenge-trg will also enter into individual consultation with each employee provisionally selected for redundancy. Each employee will have the right to be informed of the basis for their selection and be invited to put forward any representations, which Challenge-trg will fully consider before making a final decision on which employees are to be made redundant.

17 The chosen selection criteria will be fairly and consistently applied and will be capable of being backed up with evidence and/or data. Voluntary Redundancy If Challenge-trg does ask for volunteers for redundancy, invitations will be offered to all employees whose jobs are at risk of redundancy. The opportunity to volunteer for redundancy will be available for a defined period only. Employees who choose to apply for voluntary redundancy are not guaranteed to have their application accepted. Challenge-trg has the absolute discretion to decide whether or not to accept an employee’s application for voluntary redundancy. Alternative Employment Once provisional redundancy selections have been made, Challenge-trg will seek to identify any alternative vacancies that may be suitable. Redundancy Pay Redundant employees who have a minimum of two years’ continuous employment with Challenge-trg will be entitled to be paid statutory redundancy pay, which is calculated according to the employee’s age, length of service and gross weekly pay subject to a statutory maximum. Entirely on a discretionary basis, Challenge-trg may also offer an enhanced redundancy payment which is based on the statutory redundancy payment calculation. Any enhanced redundancy payments are paid wholly at the discretion of Challenge-trg and there is no contractual right for an employee to receive an enhanced redundancy payment at any time, regardless of whether or not enhanced redundancy payments have been paid to other redundant employees on previous occasions. Exclusions Except in respect of any statutory collective consultation obligations on Challenge-trg, this redundancy policy does not apply to any employee who has been employed by Challenge-trg for less than two years.

18 Health & Safety Health & Safety Policy 1. The Statement Challenge-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.

19 2.2. The Health and Safety Officer The 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

20 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

21 • 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

22 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 conditions In 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.

23 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. Display Screen Equipment (VDUs) Be careful when you constantly use computer screensRegulations suggest that you take periodic breaks from the VDU. This does not mean that you have to stop work. The recommendation is that you take time out from using the screen every one to two hours. It is stressed that frequent short breaks are better than occasional longer ones. If as a result of regular use of display screen equipment you think you may need an eye test, you should contact your Challenge-trg manager before taking any test. Challenge-trg will provide a voucher for the cost of an eye test and contribute towards the cost of glasses, provided they are required for use with display screen equipment. Challenge-trg’s decision on whether you are a regular display screen user is final. Manual Handling There’s a correct way to pick up heavy weights– be kind to your back.Manual handling regulations cover the tasks

24 Always ensure you involving supporting or transporting loads by physical human effort. You should familiarise yourself with good handling techniques as hazards are not only presented by heavy loads. There is no particular maximum weight specified in the regulations, which recognise the fact that whilst weight is evidently a significant factor, there are other considerations of equal importance. You should think about the following points if you have to do any lifting: Plan the lift. What is the best way to get the load from A to B? Ensure you are balanced properly for lifting by positioning the feet apart. Adopt a good posture, bend the knees using them to lift, and keep the back straight. Get a firm grip on the load. Keep the load close to your body. Lift smoothly trying not to jerk. Do not twist your body when turning to the side. Put the load down before adjusting it to the desired position. Machinery The 5 main types of danger from machines are: 1.Traps 2.Entanglement 3.Contact 4.Ejection 5.Impact To minimise risk: Only operate machines you have been trained and authorised to use. Make sure you can reach the controls easily and know how to stop the machine. Safety guards fitted to machines must be used. Wait until a machine has stopped and has been switched off before you clean and clear it. Beware of dangling jewellery or loose clothing which could get caught in moving parts. Keep long hair tucked under a cap or tied back. Do not distract other people who are using machines. Inform your supervisor if any machine is not working properly. Hand Tools To avoid accidents with hand tools follow the basic safety rules: Use the right tool for the job. Make sure that it is in good condition. Use it in the correct way. Do not use tools you have not been trained for. Report worn and broken tools. Safety Signs Safety signs must comply with strict requirements on their shape and colour. There are four types of safety signs 1.Information. White on Green background 2.Prohibition. Red on White background 3. Warning. Black on Yellow background

25 4. Mandatory. White Safety Symbol on Blue background Always ensure you understand and observe any safety signs displayed. Control of Substances Hazardous to Health (C.O.S.H.H.) Regulations 1998 Under C.O.S.H.H. all persons at work need to know the safety precautions to take in order not to endanger themselves or others through exposure to substances hazardous to health. Below are four general classifications of risk. You must know the appropriate symbols, their meaning and their safety precautions. Toxic/Very ToxicMay cause serious health risk or even death if inhaled, ingested or if it penetrates the skin. Wear suitable protective clothing, gloves and eye/face protection. After contact with skin, wash immediately with plenty of water. In case of contact with eyes, rinse immediately with plenty of water. In case of accident or if you feel unwell, seek medical advice immediately. CorrosiveMay on contact cause destruction of living tissue or burns. Wear suitable gloves and eye/face protection. Remove immediately all contaminated clothing. In case of contact with skin, wash immediately with plenty of water. In case of contact with eyes, rinse immediately (15 minutes) with plenty of water and seek medical advice. HarmfulMay cause limited health risk if inhaled or ingested or if it penetrates the skin. Do not breathe vapour/spray/dust. Avoid contact with the skin. Wash hands thoroughly before you eat, drink or smoke. In case of contact with eyes, rinse immediately with plenty of water and seek medical advice. IrritantMay cause inflammation and irritation upon immediate or repeated prolonged contact with the skin, or if inhaled. Do not breathe vapour /spray/dust. Avoid contact with the skin. TOXIC VERY TOXIC HARMFUL IRRITANT

26 In case of contact with eyes, rinse immediately with plenty of water and seek medical advice. In case of contact with skin, wash immediately with plenty of water. Guide to Using Hazardous Substances SafelyMake sure you obtain, read and understand copies of all relevant C.O.S.H.H. data sheets from the client before using any hazardous substances. Ensure hazardous substances are suitable for the intended task. Check the container and instruction labels are intact. Put on all protective clothing. Check work area/equipment for potential dangers. Prepare hazardous substances/cleaning materials as directed on the label. Use hazardous substances as directed on the label. Rinse and dry as directed on the label. Dispose of any unused hazardous substances safely. Return hazardous substances to the correct storage area. Never mix hazardous substances. Do not smoke, eat or drink whilst using hazardous substances. Special Notes for Driving Assignments Always observe the requirements of the EU Driving Hours and Working Time (Road Transport) Regulations. If you are in any doubt please contact your Challenge-trgmanager. Always observe the relevant legislation including the Road Traffic Acts and Highway Code. Ensure that the load is secure. It is your responsibility as the driver even if the vehicle has been loaded by someone else. Check that the vehicle has not been overloaded in both gross weight and individual axles. If you feel that it has, ask the Transport/Traffic Manager for permission to proceed to a weighbridge. Ensure that the load is evenly distributed, particularly after partial unloading. Always complete sufficient checks on the vehicle to ensure its roadworthiness before leaving the premises. Make sure that the client is informed of any defects and they are entered in the Defect Report Book. Ensure that you know how to operate all vehicle equipment before starting your journey. If you have any doubts contact the client. Due to the nature of your work, you are required to arrive on-site 45 minutes before your start to carry out your vehicle and safety checks and stay for 45 minutes at the end of your finish time to repeat the checks and for any cleaning. If you have any queries relating to the safety of one of our vehicles or one of the client’s, please contact your Challenge-trgmanager in the first instance Workplace Alcohol Policy Challenge-trg are responsible employers and take our duties under the Health & Safety at Work Act 1974 seriously. Therefore we have formulated this policy to help us comply with our legal duties. These include providing a safe place and a safe system of work for our staff and others who may be affected by our activities. We recognise that drinking before or whilst present at work could have serious health and safety implications, especially as a result of the new licensing laws which came into effect on 24 thNovember 2005. As a result, this policy sets out our position on alcohol in the workplace. Due to its importance, this policy also forms part of our overall Health and Safety Policy.

27 Alcohol and Health and Safety Whilst the consumption of alcohol is an integral part of many employees’ lifestyle, its presence in the workplace is not appropriate. Not only can a small amount affect work performance, but it can also compromise the individual’s safety and that of others. Common side effects include a loss of concentration, impaired judgment, loss of co-ordination and manual dexterity. Prohibition of Alcohol For these reasons, staff are forbidden to bring alcohol onto company premises for the purpose of consumption during normal working hours, including lunchtimes. This extends to external areas as well as internal. Disciplinary Sanctions If an employee comes to work whilst under the influence of alcohol, or otherwise consumes alcohol on the premises in any breach of this policy, it will result in disciplinary action being taken against the individual. We also retain the right to summarily dismiss on the grounds of gross misconduct. Workplace Drugs Policy Challenge-trg are responsible employers and take our duties under the Health & Safety at Work Act 1974 seriously. Therefore we have formulated this policy to help us comply with our legal duties. These include providing a safe place and a safe system of work for our staff and others who may be affected by our activities. We recognise that non-prescribed drugs are widely available that could have health and safety implications for Challenge-trg. As a result, this policy states our position on the taking of any non-prescribed drugs that are unlawful under the criminal law. Due to its importance, this drugs policy also forms part of Challenge-trg’soverall Health and Safety Policy. Drug Use and Health and Safety Many drugs have side effects that not only affect an individual’s health, but may also compromise their safety and that of others. Although the affects vary depending on the drug used, common side effects can include a loss of body co-ordination, forgetfulness and confusion. The potential safety risks for all staff at work are obvious, but a lack of mental alertness can be particularly dangerous. Prohibition on use of Illegal Drugs Under no circumstances are illegal drugs allowed on Challenge-trg premises or to be taken on them at any time. This includes all areas, both internal and external. Challenge-trg reserves the right to random Drug Test any employee. Disciplinary Sanctions Any breach of these rules will result in disciplinary action being taken against the individual and may also result in summary dismissal on the grounds of gross misconduct. Violence at Work Policy Challenge-trg are responsible employers and take our duties under the Health & Safety at Work Act 1974 seriously. Therefore we have formulated this policy to help us comply with our legal duties. These include the provision of a safe place and a safe system of work for our staff and others who may be affected by our business activities. We recognise that both violence at work and threatening behaviour are issues of concern to all staff. Due to its importance, this violence at work policy also forms part of Challenge-trg’s overall Health and Safety Policy. Violence at Work Violence at work has been defined as ‘any incident in which the person is abused,

28 threatened or assaulted in circumstances relating to their work’. This definition applies to all staff on our or Client premises. Employees’ Duties All employees have a responsibility to take reasonable steps to ensure that they do not place themselves, or others, at risk of harm. Employees are also expected to co-operate fully with us in complying with any procedures that we may introduce as a measure to protect the safety and well being of our staff and visitors. Procedures The following are guidelines on action that we will take to reduce the risk of violence to our staff and visitors. Staff are encouraged to discuss with their Challenge-trg manager any concerns that they may have and all approaches will be treated sympathetically. -Any incidents of violence must be entered into the Challenge-trg accident book as well as being reported to an individual’s Manager. This includes all acts of violence, threats and verbal abuse. -If an incident causes a member of staff or a visitor to suffer death, major injury or more that three consecutive days off work, an accident report will be made under the ‘Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995’ (RIDDOR). Dealing with Visitors The safety of our staff is paramount. So if anyone finds themselves dealing with aggressive or abusive visitors, they must never return the aggression as this is how anger can escalate into violence. Try to adopt a calm and reassuring attitude and speak slowly and gently. In the unlikely event that a situation escalates, staff should always withdraw from it. Disciplinary Sanctions Any member of staff found to have used any form of violent, threatening or abusive behaviour towards any other colleague or visitors will result in disciplinary action being taken against them and may also result in summary dismissal on the grounds of gross misconduct. Bomb Threat Policy Bomb threats are a potential hazard in all premises. The consequence of an incident within any of our buildings would be catastrophic. The aim at all times must be to ensure that effective procedures are in place and are clearly understood to ensure, so far as reasonably practical, the safety of all our staff and visitors. It is the intention of Challenge-trg to ensure that any risks are reduced to a minimum. However, Challenge-trg acknowledges that despite preventative measures in place, it cannot be assumed that a major incident will never occur. Although we hope such an incident will be unlikely, Challenge-trg will plan certain emergency procedures to ensure damage limitation in the event of such an incident. Challenge-trg will also endeavour to give information and training as often as is necessary to all employees to enable a better understanding of these matters. Most bomb threats are made over the phone. The overwhelming majority are hoaxes, often the works of malicious pranksters, although terrorists also make hoax calls. Any such hoax is a crime and, no matter how ridiculous or unconvincing, should be reported to the police.

29 Calls from terrorists fall into two kinds: -Bomb threats when none has actually been planted. These hoaxes may not be merely malicious but designed to disrupt, to test reactions or to divert attention; -Bomb threats warning of a genuine device. These may be attempts to avoid casualties, but they also enable the terrorists to blame others if there are casualties. Even genuine threats are frequently inaccurate with regard to where and when a bomb might explode, and although staff may be unable to assess a threat’s accuracy or origin, your impression of the caller is very important. Employees’ Duties All employees have a duty to take reasonable steps to ensure that they are vigilant at all times. They are also expected to co-operate fully with us in complying with any procedures that we may introduce as a measure to protect the security, safety and well being of our staff and visitors. Communication We will keep staff informed of any changes that are made to our Bomb Threat Policy Challenge-trg has made every endeavour to ensure that the contents of this booklet are correct. Challenge-trg have the right to amend and change this booklet. An up to date version can be obtained form Challenge-trg head office. Under the AWR, for the time being, you are defined as an agency worker. This means that you will be entitled to a number of rights under the AWR. These rights mean that you have an entitlement to: - Information about any vacancies the client has. - Access to collective facilities. Our managers will be able to tell you where the client provides information about the vacancies that they have. Most of our clients will place these on their website or notice boards on site. Access to collective facilities only includes those which certain class/type of staff are entitled to use. If you feel you are not being given use of a collective facility that you should be entitled to use, please ask your manager why this is the case. In certain circumstances the client is entitled to not allow all staff to use the facilities. After 12 weeks working for a client After 12 weeks of working for a client you are entitled to additional rights. Challenge-trg believes that the working conditions, benefits and job quality is the same as that of our clients. You are regulated under the Working Time Directive if you are a driver and this does not change your working hours when on site. If you feel at any time that any right you have under the AWR is being breached you should talk to your manager. If your manager is unable to help then you should contact the Challenge-trglegal team by emailing [email protected] information can be found on our website. Agency Workers Regulations (AWR)

30 Administration To ensure the business pays you correctly and on time it’s critical that you download your digi card after each shift and complete your timesheet in full accordingly. Please fill in every box on the sheet; we need the information for a reason. Remember, no download or no timesheet will result in a delay in wages. As part of being a Challenge-trg employee, you will be provided with a Challenge-trg uniform. You are expected that you keep it laundered, repaired and worn whenever you are on shift. ‘Look smart, Play smart’. If you have any queries at all your first point of contact is your line manager. They will be able to help you with almost any of your queries. Documentation You will be issued separately a Colleague Contact to accompany this Handbook. Glossary of Terms Challenge-trg: Challenge-trg Group AWR: Agency Workers Regulations 2010 as effective from 1 October 2011 st

31 LICENCE CHECK CODE https://www.gov.uk/view-driving-licenceCLICK START NOW ENTER DRIVING LICENCE NUMBER, NATIONAL INSURANCE NUMBER & POSTCODE ON LICENCE CLICK SHARE YOUR LICENCE INFORMATION (TOP RIGHT OF PAGE) CLICK GET A CODE IF YOU DO NOT KNOW YOUR NATIONALINSURANCE NUMBER OR CANNOT GET ONLINE, THEN PLEASE CALL: 0300 790 6801 OPTION 1 OPTION 4 OPTION 2

32Current EU Drivers Hours Regulations taken from (Regulation(EC) 561/2006) Daily Driving Limit Maximum 9 hours driving per dayTwice a week this can be extended to a maximum of 10 hours per dayWeekly Driving Limit No more than 56 hours in one weekFortnightly Driving Limit No more than 90 hours in any two consecutive weeksRest Breaks (Rest from Driving) 45 Minutes break must be taken following no more than 4 Hours 30 minutes drivingThis break may be taken in two parts, the first at least 15 minutes and the second at least 30 minutes.Daily Rest An unbroken 11 Hours rest within the 24 hour period that commences at the end of the last daily/ weekly rest period.Three times per week (a week being the period between two weekly rest breaks), Reduced Daily Rest can be taken of at least 9 Hours.Split Daily Rest A 12 Hour daily rest period can be split into two, the first being no less than 3 Hours, the second no less than 9 (This does not class as a Reduced Daily Rest)Weekly Rest Within 6 days of the end of a weekly rest period a driver must take 45 hours continuous Regular Weekly Rest.A Reduced Weekly Rest of 24 Hours may be taken, but must be compensated for before the end of the third week following the rest.Any two consecutive weeks must contain at least one 45 Hour Regular Weekly Rest.

33When calculating Working Time for the Working Time Directive, Periods of Rest and Periods ofWorking Time DirectiveWorking Time ClassificationAvailability (POA) do not count. Weekly Working TimeDrivers must not exceed an AVERAGE of 48 Hours per week over the reference period.A maximum of 60 Hours can be worked in a single week.BreaksDrivers completing a work period of between 6 and 9 hours must take a break(s) totalling at least 30 minutes.Where periods of work exceed 9 hours a break(s) total at least 45 minutes must be taken.Reference PeriodFollowing a collective/workforce agreement the working time can be averaged over 26 weeks.

35Over-revving Range Econometer Engine Brake Operating System Economical Operating RangeFleetboard Driver Report Fleetboard is an engine management system that used correctly can help you •Be recognised as a first class professional driver •Reduce your vehicles impact on the environment (CO2, particulates etc.) •Improve your own safety on the road & those around you. •Improve your vehicles mpg and reduces mechanical wear and tear •RELAX – stress is not good for you. •Gain & enhance valuable driving skills that can be used to improve your private car mpg The Fleetboard Grade is made up of 6 Elements you can affect Driving Style: this is the average of each score together; this is the score you will be monitored on. Idling Time: Fleetboard will record the amount of time spent idling & the fuel consumed. Reducing your idle time will improve your driving style points. Idling less than 1 minutes each time will maintain the highest score possible Switch OFF where possible! Turning it back on does not use more fuel. No. Of Over Revs: Low engine speed where possible, high power only when necessary Fleetboard counts the number of over revs. Reducing this count will improve your Fleetboard score. Only counted when throttle used Over Rev Time: Not only does Fleetboard count over revs, it also records the time spent with high revs.Remember it is NOT a race!!! – If you do have to use high revs, keep it for a short time.Economical Driving (Green Band): Fleetboard records the seconds spent “in the green”, more green = better gradeSpeeding: Speed Limit for Trucks (on motorways!) is 60mph DO NOT EXCEED THIS EVER!!!!Harsh Brakes: Spot the hazard earlyLift off throttleApply exhaust brake/retarder in stagesApply footbrake – gently!Deceleration greater than 11KMPH per Second is recorded as harsh brakingHarsh Brakes Speeding Economical Driving (Green Band) Over Rev Time No. Of Over Revs Idling Time Driving Style Grade

35How to improve your Scores for each element Idling Time: This is the easiest way of obtaining a high score, turn your engine off at all times when not driving, it is that simple, a score of 100 is possible every day, reasons for not getting 100 can be dead battery so need engine running for tail lift operation, if this is the case make sure you complete a defect sheet on your return so the next driver doesn’t have the same issue. No. Of Over Revs: Plan ahead; try to imagine driving without a footbrake! Accelerate smoothly up to cruising speed – use block changes carefully if possible. Most over revving occurs at a round‐about trying to pull away too quickly; you can rectify this by slowing down well before the round‐about and rolling up ready to either gradually accelerate away or brake slowly. Over Rev Time: You need to be changing gear at just under the green band (1600rpm) this should negate any over revving time as well as any over revving. Economical Driving (Green Band): Use highest gear possible and keep engine speed as low as possible but within the green band. ‐ Maximum torque is in bottom half of green band. Speeding: Everyone should be scoring 100 on this if not you might find yourself not working. Harsh Brakes: Most causes are again at a round‐about using the actions above for over revving will also reduce harsh braking, but always remember if you need to do not hesitate. Keep stops to a minimum. For light deceleration, you can achieve the same result by lifting off early & applying the exhaust brake/retarder. Points to remember for improvement The only person who can change is you! Not only are you saving fuel, but think of your influence on the environment (Every Little Helps!) Polishing your skills will make you a better, safer driver. Try to keep the vehicle moving at all times & maintain momentum Turn engine off when not driving. Note the number of stops on your report and try to beat it; a good driver maintains momentum saving fuel. Use the night heater to keep the cab warm in winter, do not keep the engine running and the heater turned on. Weekly Debrief Drivers will be de‐briefed in line with the following:‐ Red score (1 – 89.9) ‐ Weekly Amber score (90 – 94.9) ‐ Fortnightly Green score (95 – 100) ‐ Monthly Debriefs are on a 121 basis and are confidential it will be based on your overall driving style grade. If you wish to discuss your score with other drivers, it is up to you. A file will be kept for each driver with copies of all their reports and documentation containing debrief dates and copies of any next steps/coaching and feedback sessions. Red score/ Amber score ‐ drivers need to be coached and supported and given clear documented next steps to help you move to being a green driver Green score – celebrate success with driver for the green score and support to achieve the optimum 100 score.