ROI Security Employee Handbook Version 1 new

ROI SECURITY EMPLOYEE HANDBOOK 1

Contents General Employment Terms & Conditions........................................... 4 Personnel Files......................................................................................... 5 Communication ........................................................................................ 6 Company Attire......................................................................................... 9 Rest Breaks .............................................................................................. 9 Mobility Clause ....................................................................................... 10 Client Policies and Procedures............................................................ 11 Contact with Clients ............................................................................... 12 Annual Leave Policy .............................................................................. 12 Public Holidays ....................................................................................... 13 Uniform Policy ........................................................................................ 14 Wastage .................................................................................................. 15 General .................................................................................................... 16 Security on Site ...................................................................................... 17 Surveillance and CCTV......................................................................... 17 Confidentiality ......................................................................................... 18 Rights to Search..................................................................................... 19 Company Policies & Procedures ......................................................... 20 Corporate Social Responsibility........................................................... 21 Equality, Diversity & Inclusion Policy .................................................. 22 Company Vehicle Policy ....................................................................... 27 Personal Property .................................................................................. 33 Recruitment and Selection Policy........................................................ 35 Garda Vetting Policy.............................................................................. 38 Reward and Recognition....................................................................... 41 Statutory Leave ...................................................................................... 41 Compassionate Leave Policy............................................................... 42 Jury Duty ................................................................................................. 43 Absence Policy....................................................................................... 43 2

Disciplinary Policy .................................................................................. 58 Grievance Procedure............................................................................. 66 Dignity at Work Policy ........................................................................... 70 Termination of Employment ................................................................. 74 Retirement Policy ................................................................................... 75 Child Protection Policy .......................................................................... 76 Employee Privacy Policy Statement ................................................... 77 Mobile Phone Policy .............................................................................. 86 Policy for use of E-Mail & Internet ....................................................... 92 Social Media Policy................................................................................ 95 Media Policy.......................................................................................... 101 Whistleblowing Policy.......................................................................... 102 Health & Safety Policy......................................................................... 108 Accidents at Work ................................................................................ 114 Time Management System................................................................. 115 Environment Policy .............................................................................. 115 Smoke-Free Workplace Policy........................................................... 117 Anti-slavery and Human Trafficking .................................................. 118 Employee Wellbeing Policy ................................................................ 119 Employee Assistance Programme .................................................... 124 Flexible Working Policy ....................................................................... 125 3

General Employment Terms & Conditions 4

Personnel Files As part of the company’s procedures, we request the following information/documentation from all new employees: Confirmation of identity (Photo ID): Passport, Driving License, National ID Cards, Public Service Card. Proof of address: e.g., Utility Bill, Bank Statement, Tax Certificate etc. Proof of Bank Account e.g., Bank Statement Written Reference(s) Proof of legality to work in Ireland i.e. Irish Residence Permit (IRP) Card Completed New Starter Form Fully completed application form and/or Curriculum Vitae Signed Contract of Employment Please supply this information to your line manager on commencement of employment with ABM. Please note payment may be withheld if full paperwork is not provided. Upon commencement you must submit your bank account details and a reference from your most recent employer, accompanied by completed version of the New Employee Form, to your Supervisor/Manager. The New Employee Form is located at the back of this handbook. Please note signing the New Employee Form confirms receipt and understanding of this handbook. You should notify your Supervisor/Manager or the Human Resources Department immediately if there is any change to your personal details, such as address, telephone number, next of kin, etc. This 5

information will ensure that your personnel records are kept up-to- date. Communication The company reserves the right to communicate with you by email, matters relating to your employment, and/or matters relating to the company. Renumeration Payments are paid by bank transfer on a fortnightly basis, every second Thursday. When a bank holiday falls within a pay week, payment will be paid a day later. Hourly rates of pay will be paid at the rates currently applied. Your payslip is available on the Employee portal showing how the total amount of your pay has been calculated and showing the deductions that have been made, including the reasons for them, i.e. tax and pay related social insurance. Salaried staff are paid monthly by bank transfer on the 28th day of each month. Where this day falls on a weekend, payment will be made on the previous Friday. It is a condition of your employment that your payslip will be issued through email or via online access. Once you receive your payslip online you will have the option to print your payslip. Please ensure you submit your email address on the New Employee Form on commencement of employment with ABM. This will ensure you are in receipt of your payslips in a timely manner. We can also issue historical payslips or associated paperwork by email. Any queries regarding wages should be raised with your line manager in the first instance. In the event you have be overpaid for any reason you must immediately inform your Supervisor/Manager. The total amount of the overpayment will normally be deducted from your next payment. 6

Deduction from Wages The company reserves the right to recover any overpayment of wages and/or holiday entitlement from your pay or require a repayment from you in respect of the overpayment of wages/holiday entitlement. Garda Vetting cost will be deducted from employees where applicable. A deduction for any company property (including uniforms) not returned will be made from an employee’s final salary. Personal Attack Benefit A non-contributory Personal Attack Benefit will apply, after 6 months’ service with ABM, to all workers covered by this Employment Regulation Order, who are attacked in the course of their duty, resulting in an injury. The amount payable will be as follows: • After 6 months’ service 10 weeks’ basic pay, less Social Welfare • After 18 months’ service 15 weeks’ basic pay, less Social Welfare • After 30 months’ service 20 weeks’ basic pay, less Social Welfare • After 42 months’ service 26 weeks’ basic pay, less Social Welfare ABM shall ensure that appropriate physical and psychological support is available, on request, to any worker who has been subjected to violence as a result of carrying out his/her duties. (Ref: Personal Service Authority Standards 28 of 2013 Section 4.6.7) 7

Sick Pay Scheme The Sick Pay Scheme will be non-contributory and no payment will be made for the first 3 days of any absence. The employer must be contacted at least 1 hour before the rostered commencement time on the first day of absence. Benefit will only be payable where a medical certificate, signed by a medical practitioner and specifying the nature of the illness, is submitted on the fourth day of absence. Medical certificates must be submitted on a weekly basis thereafter. The Sick Pay Scheme will apply on a calendar year basis, either from 1st January to 31st December or in line with the holiday year as it applies in each employment. The Scheme will apply to full-time employees based on a 39-hour week, and part-time employees on a pro rata basis. Any employee found to be abusing the Sick Pay Scheme will be subject to disciplinary procedures up to and including dismissal. The employer will reserve the right to refer an employee for an assessment by the employer doctor. The cost of the referral will be met by the employer. The Sick Pay Scheme will not cover absences arising from or relating to the following: • Traffic accidents (excluding those incurred during the course of employment) • Substance abuse • Sports injuries • Injuries sustained while working for another employer. Sick Pay Scheme Benefits Employees will be entitled to the following benefit: • After 18 months’ service — 3 weeks’ benefit • After 30 months’ service — 4 weeks’ benefit • After 42 months’ service — 5 weeks’ benefit 8

Benefit will be €120 per rostered week, or pro rata. Workers will retain the Social Welfare payment and it is their responsibility to apply for and collect this payment. There will be no transfer of benefit from one year to the next. Company Attire ABM will provide you with a uniform which you must wear at all times whilst carrying out your duties. The Company will replace uniforms, damaged due to normal wear and tear, free of charge. However, in the event the replacement is required due to your own negligence you will be responsible for the cost of replacing the uniform. The uniform items that you receive are to be maintained in a respectable condition and to conform to the highest standard of cleanliness and hygiene. Note: For new employees an initial once-off charge of €15.00 will be deducted from your wages over 3 wage periods (fortnightly), €5.00 per fortnightly pay period. Should you resign within six months of your commencement a further €10.00 will be deducted from your final payment. Rest Breaks Breaks must be taken at times agreed with your manager/supervisor. Any employee found to be abusing this by taking extended breaks will be subject to disciplinary procedures. No member of staff is permitted to eat, drink or smoke while at work except in areas designated by the client for that purpose and only during authorised break times. ABM takes its responsibilities under the Organisation of Working Time Act, 1997-2015 to provide all of its employees with appropriate rest breaks during the working day. In this regard, you are entitled to take: 9

• A 15-minute rest break after working 4 hours and 30 minutes; and • A 30-minute rest break after working 6 hours, unless the break you take after working 4 hours and 30 minutes, is 30 minutes in duration. There is no entitlement to be paid during these rest breaks and they are not considered part of working time. You are entitled to 11 consecutive hours’ rest in any period of 24 hours except where your working day is spread out over the day in which case you must ensure that you have at least 11 hours break from work during the 24-hour period. Please note that if you work at multiple locations during a single working day, you must ensure that you take your break as detailed above and should not be taken whilst travelling between locations. Ordinarily, your supervisor will inform you of the time and duration of your rest breaks and you should comply with them. As such, if you are unclear as to your entitlements, do not believe you have received your entitlements or have any queries in relation to same, please contact your supervisor within 24 hours of the break period. No eating, drinking or smoking is to occur in any storage/cleaning room facility, which is controlled by ABM or our client. Smoking in the Workplace is prohibited by law and it is vital in the interests of personal safety that eating and drinking does not occur where chemicals are stored. Employees are not permitted to take additional breaks during the day to smoke, this must be done within allocated break times. Mobility Clause Staff are employed to work for ABM and employment is not exclusive to one particular site. Due to the nature of our business the Company reserves the right to transfer staff from one work location to another 10

at its sole discretion. The Company will provide as much notice as possible in the event of such a change becoming necessary. Client Policies and Procedures As a Contract Services provider delivering key and often essential services on Client sites, our Employees are Ambassadors for ABM. This relates to how we present ourselves for work, how we behave and how we engage with client, employees, customers, and other Contractors. Each of us plays an important role. If your behaviour is deemed unsuitable or inappropriate client approval may be removed. The Company will take all reasonable measures to ensure that requests are handled in a sensitive and fair manner. We would instruct that all employees act in a professional manner at all times and as a positive ambassador for ABM. On occasion, it may be that the Company has to comply with instructions to remove an employee or employees from a particular site. In those circumstances, the Company will take full account of the best interests of the workforce and its statutory obligations before taking such action. If approval is removed the Company will seek an alternative location however if one cannot be found this may result in a lay off situation. If required, the disciplinary procedure may be invoked if deemed necessary which could result in termination of employment. Site specific rules apply, these must be followed and adhered to. Failure to do so may result in disciplinary action up to and including dismissal. Client rules include but are not limited to: smoking on site, use of canteen facilities, accessing client property and inappropriate use of company programs. 11

Contact with Clients If you have any questions or require assistance, you must contact your Line Manager. You must not contact the Client directly. Lay-Off and Reduced Working Hours The Company reserves the right to lay you off from work or reduce you’re working hours where, due to circumstances beyond its control, it is unable to maintain you in employment or in full-time employment. You will receive as much notice of such lay-off or short time as it is reasonably possible to give. You will not be paid during any lay-off period. In order to delay, and if possible, avoid such circumstances, employees must be prepared to accept reasonably alternative work if their own work is not available. Should the need arise to put staff on short-term work or to lay-off, the Company will give as much notice as is reasonable in the circumstances. Employees will only be paid for actual hours worked during such periods. Annual Leave Policy All annual leave must be jointly agreed with the Company before any reservation or commitment is made. The Company’s holiday year runs from January to December and Annual leave must be earned before it can be taken within any given year. Annual leave entitlement is related to the year in which it is earned and must be taken in that year, i.e., by 31st December. Payment in lieu of holiday entitlement is unauthorised except in circumstances where an employee has resigned from the company. Annual leave will be allocated at the company’s discretion, usually, on a first-come, first-served basis. The Company expects a minimum of 12

four weeks’ notice for a holiday request of more than 5 days and a minimum of two weeks’ notice for a holiday request of less than 5 days. Any extraordinary circumstances will be given reasonable consideration. Holiday requests for the month of December will only be allowed in exceptional circumstances. Employee’s Annual leave entitlement is calculated as follows: • Full-time employees: Twenty days (4 weeks) paid holidays in a leave year • Part-time employees: 8% of the hours an employee works in a leave year, subject to a maximum of 4 normal working weeks. Those who have taken more than their holiday entitlement at time of leaving the Company will have the overpayment deducted from their final wage’s payment. Unpaid leave can only be applied for when all annual leave has been availed of. Unpaid leave is not an automatic entitlement and will only be approved in exceptional circumstances. Public Holidays The following public holidays will be granted in accordance with the Organisation of Working Time Act, 1997: New Year’s Day First Monday in June St. Brigid’s Day First Monday in August St. Patrick’s Day Last Monday in October Christmas Day Easter Monday St. Stephen’s Day First Monday in May 13

All full-time staff automatically qualify for public holiday entitlements. Part-time staff must work a total of 40 hours or more in the preceding 5 weeks directly before the public holiday. Staff who qualify for public holiday entitlement will receive the following at the discretion of your Supervisor/Manager: • A paid day off on that day, OR • A paid day off within a month, OR • An extra day’s annual leave, OR • An extra day pay, as the employer may decide Company Standards Uniform Policy Your appearance is of the utmost importance. We have learned over the years that our customers like and expect a clean well-groomed team, of neat appearance, therefore we have put together a few tips that are useful for everyone. The Company will provide you with a uniform which you must wear in full at all times whilst carrying out your working duties. The Company will replace uniforms damaged due to normal wear and tear free of charge. However, in the event the replacement is required due to your own negligence you will be responsible for the cost of replacing the uniform. • Full uniform must be worn at all times. • Wear a clean, neat uniform. You should see to repairs such as stitching on hems and buttons yourself, however, ask for a replacement uniform if necessary. 14

• Choose comfortable black or navy shoes, polished and in good repair. Open toed shoes, high heels, boots, platforms or runners are not allowed. • Safety shoes are essential on particular sites, you will be provided with a pair of safety shoes if they are required. • Jewellery should be conservative, and make-up and nail polish kept to a minimum • Uniforms must be returned at time of leaving the Company, failure to do this will result in the deduction of their value from your final wages. Employees who are not required to wear a uniform must comply with the following formal dress code: • A business suit or smart jacket/blazer plus coordinating trousers/skirt and smart shirt/blouse/ top should be worn during all working hours. Any employee who disregards these rules will be subject to disciplinary action. In serious cases, where an employee's appearance is, in the organisations view, unacceptable, the employee will be required to return home to change. In these circumstances, the employee will not be paid for the duration of his/her absence from work. Wastage We operate a policy of “minimum wastage”, which is essential to the cost-effective and efficient running of all our operations. You are able to promote this policy by taking extra care in the pursuit of your normal duties to avoid unnecessary or extravagant use of services, time, energy, materials and machinery. The following points are illustrations of this: • Handle machines, equipment and stocks with care. 15

• Turn off any unnecessary lighting and heating. Keep doors closed whenever possible and do not allow taps to drip. • Ask for other work if your job has come to a standstill. • Start with the minimum of delay after arriving for work and after breaks. The following is an express written term of your contract of employment; • Any damage to vehicles, stock or property (including non- statutory safety equipment) that is the result of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of the cost of repair or replacement. • Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse the full or part of the cost of the loss. • In the event of failure to pay, we have the contractual right to deduct such costs from your pay. General • You are expected to arrive at the agreed starting time and you should not finish work before the agreed finishing time. • Changes in the work schedule on your contract, may only be altered by agreement with your Supervisor/Manager. • Unauthorised personnel or children must not be brought onto customers’ premises under any circumstances. • You may not make or receive personal telephone calls whilst at work. • Under no circumstances may you use a customer’s supplies/equipment, etc. for personal use, nor should supplies/equipment be removed off site. 16

• Both from the point of view of safety and of appearance, work areas must always be kept clean and tidy. Security on Site We operate in an industry in which trust plays a major and essential role. Strict security measures are therefore always in force and continually being updated. As an employee of ABM, you are in a position of trust and are expected to adhere to all security instructions on the sites in which you work. This is to protect both yourself and our customers. Any deviation from recognised security procedures and working practices will result in disciplinary action being taken. If you are in any doubt whatsoever about the security procedures which apply to your job, you must consult your Line Manager. Keys to customers premises, if entrusted to operators, must be kept safely, and must not leave the possession of the operator at any time. Always report any suspicious approaches or observations to your line manager as soon as possible, your report will be treated in strict confidence. Surveillance and CCTV We conduct all surveillance and monitoring in accordance with the guidelines of the Data Protection Regulations and surveillance may be conducted both overtly and covertly.Should an investigation be required, the investigating officer shall collate any available evidence which may include CCTV footage, photographic evidence, witness statements, notes of meetings and/or other documentation footage as soon as practicably possible. It should be noted that some Company and Client premises may be equipped with CCTV cameras for security purposes. While relevant signs are clearly identifying such areas on Company premises, the use of signs on Client premises is beyond the control of ABM. All efforts are made to advise the employee designated 17

to such an area/site of CCTV cameras in operation; however, the Company cannot accept any responsibility for such systems being installed and operated by the Client without relevant sign-posting. The Company will not use CCTV facilities to actively monitor employee conduct in the performance of day-to-day duties and will not proactively use CCTV to identify conduct that may give rise to disciplinary action. However, employees are advised that in the event of disciplinary or other investigative action being conducted, CCTV footage may be sought and used where it can assist in the process. This means that the Company may request access to CCTV footage if it is believed it may be relevant and/or assist with any investigation or disciplinary process, once it is aligned to the purposes for which it was originally recorded. Monitoring by CCTV will be conducted in a professional, ethical and legal manner. Review of the CCTV footage will be the responsibility of senior management or an appropriate designated individual. CCTV footage may be supplied to third parties where required to do so by law. Complaints Any complaints regarding the location or use of CCTV leading to an invasion of privacy or confidentiality should be made in writing your line manager. All complaints will be given full consideration by management. Confidentiality In the absence of consent employees may not divulge or discuss any information, both during and after termination of employment, which comes into their possession during the course of their employment with the Company. Employees must exercise reasonable care to keep all documentation and other materials containing confidential information safe and shall at the time of termination with the 18

Company, or at any other time upon demand, return to the Company any such material in your possession. Rights to Search The Company reserves the right, at all times, to search any employee or employee’s property (including vehicles). It is understood that such checks in themselves do not imply suspicion in relation to the individual concerned. Due to the nature of our business, you may be required to undergo random searches whilst on sites by our clients as agents of the client. 19

Company Policies & Procedures 20

Corporate Social Responsibility We recognise that we must integrate our business values and operations to meet the expectations of our stakeholders. They include customers, employees, suppliers, the community and the environment. Our Corporate Social Responsibility policies mean that ABM always endeavor to build and maintain sound relationships with our stakeholders through open and fair communication. Our Core Purpose and Values define the way we do business, how we treat our customers, our people, each other and our suppliers. They help to define our responsibilities to the communities where our business operates and create the culture and environment in which our business strategy continues to deliver strong results. Our philosophy of \"Big enough to make things happen, small enough to care\" underpins these wide-ranging responsibilities. We pride ourselves on providing the best possible service and engage in fair dealings in every aspect of our business. Customers are at the heart of everything we do. Corporate Social Responsibility is good for our business and good for the communities where we operate. Corporate Social Responsibility reflects our Values. Our partnership values are as follows: • We shall strive to improve our environmental performance through implementation of our Environmental policies. • Through our Environmental Policy, we are employing new technologies and an energy efficiency system to help reduce our carbon footprint and establish new ways of improving our environmental management systems. • We shall ensure a high level of business performance while minimising and effectively managing risk. 21

• We shall support and encourage our employees to help local community organisations and activities in our region. • We operate an equal opportunities policy for all present and potential future employees. • We shall provide safeguards to ensure that all employees are treated with respect and attend a work environment free from bullying and harassment. We shall uphold the values of honesty, partnership and fairness in our relationships with stakeholders. • We will operate in a way that safeguards against unfair business practices. • We shall encourage suppliers and contractors to adopt responsible business policies and practices for mutual benefit. • We engage with our local community on a regular basis and take part in local community events, providing the Company with a sense of belonging within our community. Equality, Diversity & Inclusion Policy ABM is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation. ABM will not discriminate because of Age, Disability, Civil Status, Gender, Family Status, Race, Religion, Sexual Orientation, and Membership of the Traveller community. ABM will build a culture that values meritocracy, openness, fairness, and transparency. All employees are responsible for the promotion and advancement of this policy. Behaviour, actions or words that breach the policy will be dealt with in line with the organisation's disciplinary policy. Objectives relating to fair and inclusive practices will be included in all employees' performance indicators and will form an integral part of performance reviews throughout the year. 22

The policy is applicable to all employees, secondees, agency staff, clients, communities, suppliers and contractors, whether permanent or temporary. The policy applies to all processes relating to employment and training and to any dealings with customers and clients. Decisions relating to customers and communities will be based on business-related criteria only. The policy will be reviewed on an ongoing basis to reflect changes in the law, demographics and internal business requirements. Progress relating to the policy will be recorded annually and a full report will be presented to the senior management team to debate progress and review the policy status. Procedure wording: The publication of a diversity policy enables ABM to send out a strong message of commitment, both internally and externally. Although the diversity policy is a fundamental part of the organisation's diversity strategy, it will be brought to life only if it is reinforced by a focused and structured strategic diversity plan. In order to do this ABM is committed to the following processes. Leadership: ABM will: • Set diversity objectives. • Identify a senior level champion for leading the diversity strategy. • Secure top-level ownership and sponsorship for the programme. • Develop and cascade a diversity vision statement. 23

Audit: ABM will: • Undertake a full audit in relation to policies and procedures, practice of policy and perception of policy and process. • Obtain workforce metrics and compare them with sector and best practice organisations. • Produce a risk analysis report for senior leadership team to act as a catalyst for future activity across the business. The audit will include a review of all the processes to establish the organisation's position with regard to compliance and best practice. This will be done by administering a questionnaire to all staff, undertaking one-to-one interviews with key leaders and stakeholders, and facilitating focus groups to establish employees' perception in relation to key areas of the questionnaire. Policy Development: ABM will: • Benchmark existing policy statements from other organisations and advisory groups. • Develop human resources and other policies (outlining vision, scope, responsibility, accountability and measurements). • Cascade new policies with the chief operating officer endorsement through business briefings. 24

Training and Education: ABM will: • Conduct a full training needs analysis relating to the understanding and management of diversity. • Consult key stakeholders and players on the organisational learning requirements. • Evaluate suppliers' training and secure budget for training design and delivery. • Integrate diversity into mainstream training and development programmes. • Establish education programmes for all staff (including programmes that move from awareness to behavioural change). • Integrate diversity competencies into development programmes and assessment and selection processes. Communication and Consultation: ABM will: • Establish key lines of communication across the business through consultation with key stakeholders. • Undertake an audit of existing communications channels so that compliance and inclusiveness are assured. • Ensure that communication imagery and graphics are inclusive, and reflect and reinforce the words within the documentation. • Distribute a top-level communications plan to senior management for team briefings, and develop \"reporting back\" communication lines to ensure feedback. • Ensure that mainstream business communications reinforce the inclusive messages and become mainstreamed into day-to-day processes. 25

• Communicate and celebrate the organisation's successes in diversity Resources ABM will: • Establish formal reporting lines for monitoring progress against targets and objectives. • Select and establish a diversity steering council with representatives from across all parts of the organisation. • Identify and appoint functional diversity champions to report progress to the diversity council on a quarterly basis. • Secure financial sign-off from the Chief Operating Officer / HR Director to enable related activities to be undertaken (for example reasonable adjustments to comply with the employment equality acts 1998 - 2015, and communication and training programmes). Measurement ABM will: • Capture all available workforce metrics from existing databases to benchmark against sector companies, demographics and best practice standards. • Agree the aspirational targets for the workforce composition over a five-year period with the chief executive, the board and the diversity steering council. • Establish formal measurement tools to assess the climate in ABM (for example regular staff surveys, 360° feedback mechanisms and diversity perception audits). • Assess progress in achieving its diversity objectives. 26

• Develop relationships with external benchmarking bodies to assess progress. • Evaluate network fairness (both in and out of sector) to assess value for benchmarking purposes. External Profile ABM will: • Join appropriate organisations in order to network, exchange best practice and generally raise the organisation's profile. • Build relationships with trade, and the local and national press to develop a good external image and to position ABM at the leading edge. • Market the organisation's key representatives on to the human resources / diversity conference circuit in order to present case studies and capture external best practice. • Develop relationships outside the human resources press sector in order to mainstream the diversity context into business. Company Vehicle Policy This policy applies to all employees of the company, employed on a contract of service, who are entitled to make use of a company vehicle either as part of compensation package or job requirement vehicle. In the event of a non-employee driving a company vehicle, the non-employee must first obtain the permission of the Company and must then sign a Company Vehicle Policy and submit a copy of their driving licence before they will be permitted to drive. 27

Eligibility for Company Vehicle • The company provides vehicles where they are essential to perform a job effectively and economically on a job requirement basis. • Company vehicles will only be given to employees’ who have presented a copy of their valid driving licence. • All of those on full driving licences may drive a company vehicle. Standard Reference Models The Vehicle Policy is operated at the full discretion of the Company and its decision will be final with regard to: • The options offered to any individual employee • The choice of cars and extras. Although the company will, whenever possible, take full account of employee’s wishes with respect to choice of car, it’s decision will also be influenced by the following: • The availability of unallocated vehicles in the vehicle pool • The requirements of the job as they relate to choice of vehicles and extras – with particular regard to driver safety considerations • Presentation of an appropriate image of the company • Accident record of employee Safety Seat belts must be worn at all times by all passengers, including rear seat passengers. Passengers must only travel in a seat, i.e., not in 28

the back of the van. If you carry children in a company vehicle, they must be seated in the appropriate child seat and/or wearing an appropriate seat belt at all times. Never attract thieves by hanging jackets inside your vehicle, or leaving briefcases, handbags or other valuables visible in the seat of your vehicle. Lock your valuables in the boot of your vehicle and never place items on the rear passenger shelf or under your seat where they may attract unwanted attention or block your view of the rear window or roll under brake or accelerator pedals while you are driving. Because you are driving a company vehicle, a colleague may have used the vehicle since you last drove it. Every time you drive a company vehicle you must ensure that mirrors and seats are adjusted to your own comfort before you start driving. Be familiar with the location of all primary and secondary controls before you drive off. Traffic Fines When driving, all motorists have the responsibility to obey the rules of the road and the legal obligations that arise under the Road Traffic Act. Fines for all infractions of the law, for example speeding and parking violations, are the employee’s personal responsibility and may not be claimed for reimbursement nor will the Company make deductions for same from payroll and pay the fine on behalf of an employee. Penalty Points There are now 31 driving offences incurring penalty points and any person who accumulates 12 penalty points will automatically be banned from driving for 6 months. In this situation, employees who are required to drive would no longer be in a position to carry out their duties and would face dismissal. 29

(a) Employees must notify the Company in writing within 30 days of receiving penalty points. (b) Employees who have accumulated 6 penalty points will receive a verbal warning reminding them that they will face dismissal if 12 penalty points are accumulated. (c) Employees who have accumulated 8 penalty points will receive a written warning reminding them that they will face dismissal if 12 penalty points are accumulated. (d) Employees who have accumulated 10 penalty points will receive a written warning reminding them that they will face dismissal if 12 penalty points are accumulated. (e) Employees who have accumulated 12 penalty points will face dismissal. In some cases, the Company may agree to the employee appointing a driver for the period of the driving ban at the employee’s own expense. This is entirely at the discretion of the Company. Accident In the event of an accident involving a company car, whether the vehicle is damaged or not, the following procedures must be adhered to: • Always stop the vehicle at the scene of the accident. • Ensure the Gardai are called to the scene and get the name and station of the Garda involved. • Ensure that any injuries are investigated at the nearest hospital. • Obtain the name and addresses of witnesses where available. • Do not admit/accept liability. Statements should only be provided to the Gardai or Company. 30

• Obtain full details of the third party i.e. name, address, contact phone no., details of insurance and policy number, model and registration number of car. • Report the accident as early as possible to the company and complete a Motor Vehicle Accident Report Form • Any correspondence from the ‘third party’ relating to the accident should be passed to the Human Resources Department • No repair work should be undertaken without the prior approval of the company. Theft In the event of either the theft of the vehicle or the theft of personal property from the vehicle, you should follow the procedure set out below: • Report the incident to the Gardai • Report the incident to The Company • The company insurance will not provide cover in relation to loss of personal affects, therefore, it is not advisable to leave valuables in your car. Care of Company Vehicle All company vehicles are issued on the understanding that they will be cared for and utilised in a responsible manner and that all terms of this policy are complied with. Drivers are reminded of the fact that they are using company property and are expected to maintain their vehicles in a clean and tidy condition at all times. We are a contract cleaning company and it is imperative that we present a hygienic image to customers and potential customers as we go about our daily business. You must 31

report any repairs due or any mechanical faults with the vehicle to the Stores and Purchasing Manager. ABM retain the right to claim, from an employee, expenses incurred regarding damage to a company vehicle through the employee’s negligence or carelessness. Foreign Travel When travelling outside Ireland, when use of company car is solely for private purposes, additional insurance costs and other associated costs will not be borne by the company. Unpaid Leave Car benefit does not remain in effect during employee’s long-term absence, parental leave or maternity leave, paid and unpaid. A Taxable Benefit Company cars are taxable as benefit-in-kind, which must be deducted from payroll. The company is not responsible for changes in the tax laws or changes in the interpretation of those laws. New Benefit in Kind rates and requirements may be imposed by the Revenue Commissioners each year. Insurance ABM have the appropriate insurance policies in place to cover all ABM leased/hired vehicles and their drivers. There is excess on the policy and ABM reserve the right to reclaim this from the individual if the damage is a result of their negligence. Drivers must annually submit a copy of their driving license to Reception for insurance 32

purposes. Drivers must also submit a copy of statement of penalty points from Department of the Environment when requested to do so. Personal Property The Company will not be responsible for the loss or damage to employee’s property, including motor vehicles, bags, money, etc., on company premises or at Client sites or facilities. Employees should report all property, lost or found, to their Supervisor/Manager. Smoke-Free Workplace Policy The Public Health (Tobacco) Acts, 2002 and 2004 prohibit smoking in the workplace. ‘Vehicles’ are included in the definition of a ‘place of work’, therefore the company Smoke-Free Workplace. Policy states that smoking is prohibited in vehicles during working hours, at which time the vehicles are designated workplaces. Disciplinary Action Willful damage or negligence to the Company Vehicle is deemed as Gross Misconduct. If you’re found guilty of gross misconduct you may be subject to disciplinary action up to and including dismissal. Car Insurance and Accident Liability Policy The below information is for employees of ABM who are in possession of a Company Vehicle. Associated cost with Company Vehicle Whilst petrol/diesel, tax, insurance and maintenance of the vehicles are all costs which are covered by the Company the following costs are not covered by the Company: 33

• Toll trips to and from work not covered by the Company and payment must be discharged by the employee- please discuss the appropriate method of payment with your Line Manager • Car washing is the responsibility of the authorised driver and Company vehicles are expected to be presentable inside /outside at all times. Authorised Drivers The Company accepts that Company vehicles are used during employee’s personal free time. However, certain restrictions apply regarding who is covered on the Company insurance motor policy during that time. The Company employee authorised to drive the Company car is authorised to give permission to their spouse/partner to drive their Company vehicle. Should permission be granted, it is on the basis that their spouse/partner has no penalty points, has not been involved in a motor accident and is a full licence holder. The spouse/partner authorised to drive the Company vehicle must be 25 years of age or older. The Company authorised driver must ensure compliance and must inform the Company, in writing, who they have nominated. Notifications can be submitted to the Human Resources Department. No other individual is permitted to drive the Company vehicle without express written permission of a Senior Manager. With regard to commercial vehicles, a spouse/partner is not authorised or insured to drive the Company vehicle, the employee is the only individual who is covered by the Company motor insurance policy. 34

Accidents In case of an accident the driver will be held responsible for the first €400.00 of the damages to Company vehicle where the accident was as a result of driver error. In the unfortunate event that a driver is involved in various accidents, the driver will be accountable for the first €400.00 of each accident whereby the vehicle requires the repair. The driver is also responsible for keeping the vehicle locked and secured at all times, in event of vehicle being stolen as result of failure to lock or secure the vehicle, the driver will be held responsible for damages incurred. Recruitment and Selection Policy Promotion It is our policy to provide career opportunities for employees whenever possible and to encourage employees who wish to progress. If you would like to be considered for more responsibility, you should advise your Supervisor/Manager. All applications for promotions will be given full and fair consideration. Promotion will be at the discretion of management and will be based on ability and suitability for the position as determined by the Company. Advertising The Company commits to advertising all vacancies internally. Internal notifications will be circulated by email to all staff. In addition, it is the responsibility of Site / Account Managers to display vacancy notices in the area of work, where possible. 35

The Company advertises all positions on our Company website and on our recruitment platform. We encourage all employees to review the website for current vacancies. Prior to applying for a vacancy please discuss this with your line manager directly. Shortlisting ABM commits to reviewing all Curriculum Vitae / Application Forms submitted for vacancies. Applications will be reviewed in line with the essential criteria required for the position. In circumstances where the number of applications submitted exceeds the resources available the Company reserves the right to introduce desirable criteria, as outlined in the role profile, at the shortlisting stage. Interview The Company commits to a formal interview process which is competency based. A competency is a skill, attribute or behaviour that we have identified as essential for the role. Candidates will be asked a series of questions in which they will be required to provide an example of a time they previously demonstrated the competency. The Company commits to responding to all candidate following the interview process. Job Offer Where a candidate is successful at interview, they will be moved to preferred candidate stage of the recruitment and selection process. Preferred candidate stage means the candidate has reached the 36

appointable score at interview and has been provisionally offered the job. This provisional offer is subject to satisfactory references and proof of qualifications, and successful Garda Vetting for some sites) Job Commencement Induction We are committed to ensuring that all employees receive training throughout their career at ABM. At the commencement of your employment you will receive a Company induction and on the job training for your specific job. Employees will also receive Manual Handling training as part of the induction process. As your employment progresses your skills may be extended to encompass new job activities within the business. Any training needs should be identified by your immediate Supervisor / Manager. Site specific training requirements may also apply. You are instructed to attend where required. You manager will advise on requirements. Probation Unless you have a contract that states otherwise, your appointment with ABM is subject to a 13-week probationary period. During the probation period you will be provided with the appropriate training in order to provide with the opportunity to attain the high standards of performance, conduct and attendance required by ABM. In circumstances where shortcomings are identified your manager will discuss with you as soon as possible. The purpose of this discussion will be to bring the shortcomings to your attention and to identify whether there are any additional training supports you may require. 37

Failure to satisfactorily complete the probation period within the 13- week time frame may lead to the termination of the contract of employment. During the probation period, the contract may be terminated by either party with 1 weeks’ notice. The probation period for Administration / Management staff and above is 6 months. The time frame of your probation period will be stated in your contract of employment. Failure to satisfactorily complete the probation period within the 6-month time frame may lead to the termination of the contract of employment. ID Badge You may be assigned an ID badge, where applicable, on commencement of employment. It is imperative that where you are assigned an ID Badge that you ensure you wear it during each shift. Certain ID Badges can also be used to provide access to offices / Client sites; if this is the case, they must be kept safe and secure at all times. You cannot share or give access to any other member of staff, the public or third party without prior approval from your Manager. Any breaches of this could result in the Disciplinary Procedure being invoked. Garda Vetting Policy This policy outlines ABM’s procedure for dealing with Garda Vetting and the process for dealing with disclosures/non-disclosures. In line with the National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 all employees and engaged persons, both potential and current, who will work on company sites where there is 38

regular and necessary access to Children or Vulnerable Adults will be requested to complete a Garda Vetting application form prior to commencement with ABM. Garda Vetting is conducted on behalf of registered organisations and is not conducted for individual persons on a personal basis. This policy is the procedure for compulsory Garda Vetting in line with the National Vetting Bureau (Children and Vulnerable Persons) Act 2012 - 2016. Potential employees/engaged persons will be provided with the Garda Vetting application form (NVB 1) and the Garda Vetting Authorisation Form Including Deduction Cost, which must be completed and returned to the manager. Employees will also be given guidelines for completing the garda vetting invitation form. This outlines the different documentation employees will need to provide i.e. personal identification, proof of address, & proof of email address. Should an employee not complete the required documentation for Garda Vetting, they will receive correspondence outlining they will potentially be suspended (unpaid). Should the required documentation not be returned within a specific timeframe, an employee will then receive second correspondence outlining they have been suspended (unpaid). Please ensure when completing the application that all information provided is correct. Should an application be returned due to incorrect information, an employee will incur the costs for the re-issuing of a new link. Note: It is a requirement that employees are re-vetted every three years. An employee will not be charged for the initial re-vetting cost incurred with re-vetting renewals. However, if an employee does not click on the link for re-vetting within 1 week of it being issued, an employee will be charged with the additional cost. 39

When an employee is vetted by the National Vetting Bureau, any criminal record is disclosed (revealed) to the authorised liaison person in the registered organisation (the company, body, or club you want to work for). The liaison person will then receive a vetting disclosure for the employee, which will include the following: • Details of any convictions • Details of pending prosecutions • A statement of specified information (any information, other than criminal convictions, that leads to a genuine belief you pose a threat to children or vulnerable people) or a statement that there is no criminal record or specified information relating to the employee. This policy applies to all potential and existing employees and engaged persons (known as the Garda Vetting Employee) of ABM deemed to do ‘relevant work or activities’ as defined in the Act specifically: • Permanent and temporary employees • Where an employee returns from extended leave (12 months or longer) • Garda Vetting applicants aged between 16 and 18 years of age must submit a parental consent form (ref Appendix 5) in addition to their Garda Vetting application. A copy of this policy is available from your manager/HR department. 40

Reward and Recognition PRSA (Personal Retirement Savings Accounts) Under the terms of the Pensions Acts 1990 to 2002, all employers are obliged to provide access and to remit PRSA (Personal Retirement Savings Accounts) contributions. To facilitate this, ABM has set up a standard PRSA scheme with Bank of Ireland Life. You may open a PRSA with Bank of Ireland immediately or at any future stage. If you would like a PRSA application form or require any further information on PRSAs, please contact your Line Manager or Payroll. Death in Service The following Death in Service Benefit applies to all ABM Cleaning Operatives: • Death-in-Service Benefit of €5,000. • Eligibility for an employee is 2 years’ continuous service. • Employees will be added in January of each subsequent year following completion of qualifying period. • Benefit payable up to the age the State pension becomes payable to the employee. Statutory Leave The Company will facilitate its employees in accordance with statutory leave entitlements as outlined in the following legislation; • Maternity Protection Amendment Act 2004 • Paternity Leave and Benefit Act 2016 41

• Adoptive Leave Act 2005 • Parental Leave Act 1998 • Parent’s Leave and Benefit Act 2019 • Carer’s Leave 2001 • Force Majeure Act 1998 • Sick Leave Act 2022 Further information in relation to the above leave is available from your line manager. Request forms are available from the HR department. Compassionate Leave Policy The provisions regarding compassionate leave with pay which may be granted to an employee in the event of the death of a relative are up to a limit of: • Spouse/ Partner/ Child/ Parent/ Brother/ Sister – 3 Days • Mother-In-Law/ Father-In-Law/ Brother-In-Law/ Sister-In-Law/ Grandparents/ Grandchild/ Uncle/ Aunt – 1 Day Compassionate leave must be requested from your Direct Line Manager / Supervisor. ABM also review any requests for annual leave and offer same in an effort, to assist employees to grieve. The resources of our EAP (Employee Assistance Programme) are also available to provide support to all employees during difficult times. Compassionate leave is granted only at the time of the bereavement to facilitate the employee with time off from work and cannot be granted retrospectively where it occurs during days when an employee is not normally scheduled to work. 42

Jury Duty Employees who are called for Jury Duty will be granted leave of absence as required. A copy of your summons must be sent to your Manager prior to the date of Jury Duty, requesting this time off. You will be paid as normal for your verified Jury Duty Once you are not required for jury duty on any day or on completion of jury duty, contact your manager immediately so we can arrange for you to get back on your roster and return to work. Absence Policy It is policy of ABM to establish reasonable and necessary controls to ensure adequate attendance standards are in place to meet business needs. There is a reasonable expectation that all employees manage their health to ensure they are fit to provide a regular and uninterrupted service in order to fulfil their contractual obligation to the company. The Company recognises from time to time an employee may be absent from work due to illness. Absence will be measured and monitored by the manager responsible for the site(s), to ensure that the employee is able to do the job effectively without putting themselves or others at risk. All absences will be considered on an individual basis however, excessive amounts of absenteeism will be assessed and discussed with the employee directly. In circumstances where there is excessive absenteeism an investigation may be conducted to identify any underlying reasons impacting the employee’s attendance at work and to ensure all supportive measures are put in place to facilitate the employee to 43

attend work regularly. In these circumstances ABM may request consent to write to your Doctor to request a medical report and/or refer you to the Company Doctor. ABM is aware that absence due to illness may result from a disability. At each stage of the absence meetings procedure, outlined below, particular consideration will be given to whether there are any reasonable adjustments that can be made, to the requirements of a job or other aspects of working environment, that will provide support at work and/or assist a return to work. If you consider that you are affected by a disability or any medical condition which affects your ability to undertake your work, you should inform your Line manager immediately. ABM does not intend to penalise employees that are genuinely ill, however if an employee is certified medically unfit to continue to work, they may not be able to continue employment and fulfill their employment contract obligations. Absences that are deemed not to be genuine will not be tolerated and may result in disciplinary action being initiated. Attendance Punctuality is imperative to the successful and satisfactory execution of all contracts. You must attend work punctually, at the specified times, and you are required to comply strictly with any time recording procedures related to your area of work. If you arrive late for work, you must present to your manager immediately to advise them of the reason for late attendance. Disciplinary action may be taken against employees who are persistently late for work. 44

In circumstance where you attend more than 1 hour late without having previously notified your line manager, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the shift/day without pay. You must seek authorization from your Supervisor/Manager should you wish to leave your place of work before your normal rostered finishing time. Statutory Sick Leave ABM act in accordance with the Irish legislation in relation to sick leave entitlement. The Sick Leave Act 2022 states an employee will be entitled to the following: • Paid sick leave for up to 3 sick days per year. This will increase to 5 days in 2024, 7 days in 2025 and 10 days in 2026. • A rate of payment for statutory sick leave of 70% of normal wages to be paid by employers (up to a maximum €110 per day). The Act states that a “day” refers to a shift an employee normally works. If an employee leaves during their normal hours of work due to illness and requests sick pay for the hours not worked, these hours will be deemed as one full day of sick leave entitlement. Note: As per legislation a partial day or full day is deemed as one day’s paid sick leave. However, to apply for the paid sick leave entitlement an employee must adhere to the below criteria: 1. An SSP application form must be completed and returned to their manager. 2. A medical certificate to cover the day(s) of absence due to illness must be provided with any SSP application. 45

Please be reminded that an employee must have worked for their employer for a minimum of 13 weeks to be eligible to apply for the SSP. Should an employee have a probationary period of a duration longer that 13 weeks they are still entitled to sick pay provided they have worked the minimum 13 weeks with the organization as stated within the legislation. Once an employee avails of the company’s paid sick leave entitlement, an employee may also qualify for illness benefit from the Department of Social Protection, subject to PRSI contributions. However, an employee needs to contact the Department of Social Protection directly as the company cannot advise on same. As statutory sick pay is exhausted, the normal absence policy guidelines will apply. Absence & Lateness Procedure It is a condition of employment that employees who because of illness, or any other reason, are unable to report for duty should notify their line manager as soon as possible on the first day of illness, realising that you must allow sufficient notice for your line manager to make alternative staffing arrangements. Where possible if you work a morning shift, you should contact your line manager on the evening before your shift is due to start. If you work an afternoon shift, you should contact your Line manager by 11.00am. If you work an evening shift, you should contact your Line manager by 1.00pm. Calls in relation to your absence should inform your Line manager of: • The reason you cannot attend work • When you became ill / injured • The nature of illness / injury • Whether your illness / injury is due to an accident at work 46

• Whether you will be seeking medical attention • The expected duration of your absence It is unacceptable for another person to report an employee’s absence - only in very exceptional circumstances can another person call on your behalf. If you are feeling unwell while at work, you must contact your line manager before leaving your work location. Text messages, voicemails or e-mails are not recognised methods of communication. In the event you cannot contact your line manager you must contact the next most appropriate manager to inform them of your absence. Prompt action removes uncertainty about the reason for absence and allows a proper assessment (this could include, for example, whether to re-allocate duties, request temporary cover, plan a replacement, etc.). Employees are required to contact their line manager no later than 3pm the day before their expected return to work to confirm their intentions to return to work or otherwise. This is requested to allow sufficient notice for the line manager to source cover if required. Unauthorised Absence If an employee is absence from their work and they have not notified the company of the absence as per the Absence and Lateness Procedure, such absence will be referred to as an unauthorised absence. Cases of unauthorised absence will be dealt with under the Company’s Disciplinary Procedure. 47

Medical Certificate • A Medical Certificate from a doctor is required for a period of absence of three or more calendar days; therefore, a Medical Certificate must be produced no later than the third day of absence. • Any Medical Certificate must be provided to the company in the English language. • Medical Certificates provided in a different language will only be accepted if they are accompanied by a professional 3rd party translator stamp. • Medical Certificate must state the dates of the period of absence and have an official medical practitioner`s company stamp. • Subsequent medical certificates should be submitted to your line manager no later than 48 hours from the expiry of the previous medical certificate. • Medical Certificates should be submitted to your line manager on a fortnightly basis. In circumstances of long-term absence (a period in excess of 1 month), Medical Certificates provided cannot exceed a duration of 4 weeks. Medical certificates and any correspondence should be sent to your line manager as soon as possible. Failure to do so may result in sick pay (where applicable) being delayed or withheld and action under the Company’s Disciplinary Procedure being initiated. The Company reserves the right to have you examined by a medical practitioner of the Company's choice and/or to seek a report from your Doctor / Medical Practitioner. 48

Keeping in Contact during an Absence It is the employee’s responsibility to maintain contact with your line manager whilst you are absent from work. This contact is to ensure you keep your line manager updated on your expected date of return and any potential reasonable accommodations you may require. If you have any concerns while absent, you should contact your line manager directly. If you are absent on sick leave you may be contacted from time to time by your line manager in order to discuss your wellbeing, expected length of continued absence from work and any aspect of your work that may require attention in your absence. Such contact is intended to provide reassurance and will be kept to a reasonable minimum. Return to Work Interviews On your return to work your line manager will conduct a return-to-work interview with you. This interview allows the line manager to explore the details of your absence; discuss your health and welfare; provide you with necessary supports; review your attendance and lateness record and highlight any concerns about attendance levels. It also gives you the opportunity to raise any concerns or questions you may have and to bring any relevant matters to our attention. Following periods of long-term absence, period of four weeks or more, a ‘return to work’ medical certificate is required prior to an employee recommencing work. A Return to Work certificate, enables your Doctor to advise if you Fit to return to work with full duties. 49

Where your doctor has provided a certificate stating that you are “fit for work” we will usually hold a return-to-work interview to discuss any additional measures that may be needed to facilitate your return to work, taking account of your doctor’s advice. At this meeting, the suggested amendments will be discussed with the aim of facilitating your return to work as soon as possible. If the suggested amendments are not possible you will remain on sick leave. If amendments are possible you will return to work, but regular reviews will be carried out to ensure that the amendments are adequate. It should be noted that any amendments are not to be viewed as a permanent change to your contract of employment. Returning to Work after a Long-Term Absence Long-term sickness absence is defined as a continuous absence for a period of 4 weeks or more. The Company is committed to helping employees return to work from long-term sickness absence. As part of our sickness absence meetings procedure below the Company will, where appropriate and possible, support return to work by: • Obtain medical evidence • Make reasonable adjustments to the workplace, working practices and working hours (if suitable according to business needs) • Consider redeployment, and/or • Agree a return to work programme with everyone affected If you have been absent for a continuous period of 4 week’s or more, we may request permission to send you to the Company Doctor to get an unbiased, independent review. 50