ROI Security Employee Handbook Version 1 new

["Media Policy This media policy establishes guidelines for ABM or communications by the company. It covers the release of information about the Company to the general public, media, customers, authorities, investors, financial community and other stakeholders. Compliance with this policy is important for both business reasons and to meet the Company\u2019s legal and regulatory obligations. This policy on dealing with the media has been created to protect employees and the ABM Group. Media and Press includes, but is not limited to: \u2022 Newspapers (local & national) \u2022 Magazines and Publications \u2022 TV and Radio Stations \u2022 Online News services \u2022 Journalists and Bloggers ABM has designated the Human Resource Director to be the principal media contact and company spokesperson. In the absence of the Human Resource Director, the Sales Director will be the media contact and company spokesperson. The Human Resource Director has expertise in media relations and will handle each media inquiry. Media enquires can be regarding both positive and negatives stories in relation to ABM. Regardless of the nature of the query they must still be directed to the Human Resource Director. They will convey the official ABM position on issues of significance or situations that are particularly sensitive in nature. The main responsibilities for the HR Director when dealing with the media are: \u2022 Act as the first point of contact for media enquiries \u2022 Research and feedback responses in consultations with appropriate members of staff \u2022 Produce press releases as and when required 101","\u2022 Encourage employees to communication potential or actual media coverage when appropriate \u2022 Brief employees who are allowed to speak to the media For further information on this policy please contact the HR department. Statements to the Media You shall not be permitted to discuss with the press or other media, issues concerning the Company and its activities unless you are appointed as an authorised spokesperson for the Company or you have been given specific permission to comment on any such matter. Whistleblowing Policy The Protected Disclosures (Amendment) Act 2022 was implemented to protect employees in the public, private and not-for- profit sectors in regard to retaliation should they report any wrongdoing (also known as whistleblowing) in the workplace. We are committed to the highest standards of openness, integrity and accountability and an important aspect of these standards are to ensure transparency as a mechanism to enable our team members and other persons on our team to be able to voice and highlight concerns in a responsible and effective manner. It is a condition of employment, that an employee will not disclose confidential information about the company. Nevertheless, where an employee \/ individual discovers information which they reasonably believe shows either malpractice or wrongdoing within the Company, then this information should be disclosed without fear of reprisal. 102","It should be emphasised that this policy is intended to assist individuals who believe they have relevant information relating to malpractice or impropriety. This policy is not designed to question financial or business decisions taken by the organisation nor should it be used to reconsider any matters, which have already been addressed under through our grievance or disciplinary procedures. With our whistleblowing procedures outlined in this policy, we would encourage our employees to use this process rather than disclose the information outside the company. Internal Reporting Channel: ABM Compliance Hotline As per the Protected Disclosures (Amendment) Act 2022 all organisations with 250 or more employees must establish internal channels for their employees to report wrongdoing. This internal channel has been designed in a GDPR Compliant manner which ensures the confidentiality of the reporting person and any other person(s) named in the report. The ABM Compliance Hotline is a web and phone-based complaints reporting system available to team members of the company, as well as a secure database the company uses to process and store data relating to team member complaints. When a complaint is submitted via Compliance Hotline reporting system, the details of the complaint will be processed and stored in the system. This also includes some personal data. When a complaint is submitted outside the ABM Compliance Hotline reporting system, in accordance with this policy, the manager dealing with the complaint will usually enter details of the complaint into the system. Again, this includes some personal data. Storing the details of each complaint centrally is important because it can help the company deal with grievances effectively. It also means that the company can monitor 103","the frequency of certain types of complaint and the effectiveness of its processes. Before entering any personal data into the ABM Compliance Hotline system. If the team member consents, they should confirm this in writing and the relevant data should then be entered into the system. If the team member does not consent, then the data should not be entered into the ABM Compliance Hotline system. However, copies of certain documents and information relating to the concern may still be attached to the team member\u2019s personnel file in accordance with this policy. Report a Compliance or Ethics Complaint To report incidents of possible fraud, theft, or misconduct, as well as discriminatory, harassing, or retaliatory conduct, in the workplace, please use one of the following options. 1. Call the ABM Compliance Hotline 1800-903-224 Ireland and 0800-069-8801 UK. The Hotline is staffed 24 hours a day, 7 days a week. Specialists are available to take calls in over 100 languages. 2. Report Online: abmhotlineeurope.ethicspoint.com. Reports are taken by an unbiased vendor and are forwarded in a secure and confidential manner to an appropriate Human Resources professional for prompt investigation. 3. Report to your local Human Resources representative or director What is Whistleblowing? Whistleblowing is the disclosure of information which relates to suspected wrongdoing, potential dangers or Health and Safety concerns which could jeopardise the company and \/ or its employees 104","within the workplace. These could include but not limited to the following: \u2022 A criminal offence. \u2022 Fraud. \u2022 Failure to comply with a legal obligation or regulatory requirement. \u2022 Any miscarriage of justice. \u2022 Danger to health and safety. \u2022 Environmental damage. \u2022 Bribery. \u2022 Deliberate attempts to conceal any information about the above. Should a team member have any genuine concerns related to suspected wrongdoing or potential danger(s) affecting any Company activities (a whistleblowing concern) they should report it as soon as possible under this policy. Team members who raise legitimate concerns about specified matters are protected by the Protected Disclosures (Amendment) Act 2022. Should a team member be unsure that their concern is a whistleblowing matter, they should raise the concern with their Line Manager\/HR Department at [email protected]. Once an alleged whistleblowing concern has been raised, an appropriate manager will investigate the concerns promptly and in accordance with this policy. Please note we do not require the individual to carry out an investigation themselves. Employees are also not expected to provide any proof of their alleged concern; however, they must have a reasonable belief that there are grounds for same. It should be noted that appropriate disciplinary action may be taken against any employee who is found to have raised a concern or raised a disclosure with malicious intent. It is important to note that in situations where an employee makes a disclosure not in compliance 105","with the Act, the protections under the Act will not be available to the employee. Whistleblowing Procedure Raising a Concern In the first instance any concerns should be raised with the team member's Line Manager. Should the concern be in relation to your Line Manager, please contact your Director. Depending on the nature of the concern, the line manager may refer the matter to another manager for investigation. If for any reason the team member does not wish to approach their line manager, the team member should approach a different manager, a senior manager, a Director of the Company, or their HR representative. Alternatively, the team member can also use the ABM Compliance Hotline web and phone-based reporting system (contact details in here). Team members are encouraged to summarise their whistleblowing concern in writing and provide as much factual detail as possible. Investigation The team member and any other individual(s) allegedly involved will be required to provide written statements of their concern(s). The manager will aim to keep the team member informed of the progress of any investigation and its likely timescale. Any investigation will be carried out in accordance with the procedures set out above. The investigating manager will compile an investigation report and forward to a senior manager who will review and take any necessary action. This may include reporting the concern to an external regulatory body such as An Garda S\u00edochana \/ Police or addressing the concern in accordance with the company\u2019s Disciplinary Procedures which carries sanctions up to and including dismissal. 106","Media & Publicity As per our Media Policy, any statements to reporters from newspapers, radio, television, etc. will only be provided by the Managing Director or their nominated representative. Team members are not permitted to publish or promote their whistleblowing concerns online, for example on social media or on blogs. The reason for same is that these actions may interfere with the Company conducting a fair investigation into the whistleblowing concerns and may affect the rights of the accused team member. If a team member acts maliciously or dishonestly in publishing their concerns, it may be deemed an act of misconduct which may be dealt with in accordance with our Disciplinary Policy. Timescales Due to the varied nature of a whistleblowing concern, which may involve internal investigators and\/or the Garda S\u00edochana \/ Police, it is not possible to outline precise timescales for completion of such investigations. The investigating manager will, as soon as reasonably possible, send a written acknowledgement of the concern to the complainant. The investigating manager will ensure that the investigations are undertaken as quickly as possible without affecting the quality and depth of those investigations. Quality Policy It is the policy of ABM, to satisfy the needs of its customers by providing quality services. To maintain these quality requirements, we will operate a quality system under the requirements of ISO 9001:2015. 107","ABM Quality Statement is implemented through the operation of a Quality Management System. The requirements of this system are mandatory for all company personnel and no unauthorised alterations or deviations are permitted. Improved effectiveness of the Quality System is our key objective. We are committed to the achievement of high quality and to the concept of continual improvement. Our employees shall receive the necessary education and training to enable them to understand, implement and maintain the company quality statement. Each employee, in whatever capacity, has the responsibility to perform his\/her duties to the highest standards in accordance with the systems and procedures in the Quality Manual and its reference documents. Health & Safety Policy The policy of ABM in respect of safety and health is to conduct its affairs so as to ensure, so far as is reasonably practicable, the safety, health and welfare of employees and others who may be affected by its works and activities. To this end the ABM is determined to take every step necessary to discharge the duties laid down by the Safety Health and Welfare at Work Act 2005, and other all-relevant legislation and under common law. The main objective of ABM is to achieve legal compliance and compliance with other relevant standards, as a minimum level or criterion. ABM has developed a Health and Safety Management System in accordance with the requirements of ISO 45001:2018. This system is used to manage and to continually improve our health and safety effort. 108","Our core health and safety objective is to provide a safe and healthy place of work that is accident free. It shall be the duty of all employees to take reasonable care for the safety, health and welfare of themselves and other persons who may be affected by their acts or omissions and will co-operate with Supervisors and Management to achieve a safe and healthy workplace. ABM is committed to the provision of such information and training as may be necessary to enable all employees to carry out their duties competently and without risk to the health and safety of themselves or others and will be in a form and language that all employees are likely to understand. This policy cannot be achieved solely by management. ABM is committed to a process of full consultation in this matter and the views of management, supervisors, and all staff will be taken into account. The Safety Statement will be made available to all employees and to other interested parties upon request. The Safety Statement and Health and Safety Management System will be reviewed annually and revised as necessary to meet changing circumstances. The Safety Statement and Health and Safety Management System will be brought to the attention of employees annually. Health and Safety Instructions The Safety, Health and Welfare at Work Act 2005 requires that the employer shall ensure, so far as is reasonably practicable, the safety, health and welfare at work of his or her employees. Employers are obliged by law to provide: \u2022 Safe place of work \u2022 Safe plant and equipment 109","\u2022 Safe systems of work \u2022 Information and training \u2022 Provision of suitable Personal Protective Equipment (PPE) \u2022 Adequate emergency plans \u2022 Safe articles and substances \u2022 Adequate welfare facilities \u2022 Competent Persons The 2005 act also places a number of responsibilities on the employee, these include: \u2022 Take reasonable care of one self and colleagues. \u2022 Co-operate with employer on health and safety matters \u2022 Report defects \u2022 Use PPE and any other safety devices provided \u2022 Do not recklessly interfere with or misuse machinery and\/or PPE Many situations exist in buildings, which are serviced by ABM, which could be dangerous to you if the Safety Instructions are not obeyed. Everything possible will be done to ensure that the workplace is free from risk. To safeguard employees and minimize the risk of accidents, any possible hazard should be reported to your Supervisor\/Manager or the HR manager. All company safety instructions must be strictly observed. Breach of safety rules will result in disciplinary action. Health and Safety at Work The company places great importance on employee\u2019s health and safety. Please contact your immediate site manager\/account manager if you have any queries regarding Health and Safety. 110","Your manager will pass on your concerns to the Health and Safety Committee. The full safety statement is available on request from your Line manager. Safe Lifting - adopt safe lifting practices at all times: Before lifting an object, it is important to assess the task, the load and the area. If the load is too heavy, get help or use a mechanical aid. Never carry more than you can manage. \u2022 Stand with legs slightly apart. \u2022 Keep your back straight, bend from knees and use legs to take strain. \u2022 Ensure you have a firm grip of the load. \u2022 Keep arms in line with your trunk and hold the load as close to your centre of gravity as possible. \u2022 Avoid turning your body when lifting; turn your feet in the direction of movement instead. \u2022 Allow your body time to recover after physical effort Fire Safety Make sure you understand the correct procedures on your work site, in case of fire. You must ask your Supervisor\/Manager for instructions if you are in doubt. Basic Rules Instructions to be followed in the case of emergencies are generally displayed in all buildings. Read these instructions carefully and memorize them and get to know where firearms and extinguishers are situated. Your Supervisor\/Manager will assist you to obtain this information. 111","In case of fire, operate the nearest fire alarm, or if there is no fire alarm, telephone 999 or 112 from a safe location and ask for emergency services. Give them the address for your work site and a brief explanation of what has happened. If you have been trained to operate fire extinguishers and you can do so without risk to yourself or others, use the extinguisher on the fire. Do not use a water (red label) extinguisher on an electrical fire Fire Evacuation Procedure \u2022 One of your duties is to know where all emergency exits and fire equipment is located. \u2022 In the event of fire contact security or the switchboard (in larger sites, as appropriate) or the emergency services - stating your location. \u2022 Upon hearing the fire alarm, calmly evacuate the building immediately. \u2022 Before leaving the building, if safe to do so, ensure that your equipment will not obstruct access or egress to the premises for others or firefighting personnel. \u2022 Do not use the lifts. \u2022 Evacuate through the nearest emergency exit. \u2022 When outside proceed to the Assembly Point. \u2022 Do not attempt to move cars or bicycles from the parking area. \u2022 At the assembly point, report to the Fire Warden responsible for completing the roll call. \u2022 Employees hosting visitors or contractors should ensure that these people have left the building. \u2022 Once safely outside, re-entry is strictly forbidden until the instruction is given that it is safe to return to the building. \u2022 Remain at the assembly point until instruction is given. \u2022 Re-entry to the building must only be through the front door. 112","Electrical Equipment Follow your supervisor\u2019s training instructions and the guidelines for standard work practice on your contract, every time you use one of the company\u2019s machines. Basic Procedures \u2022 Always check equipment and cables before commencing work for defects: if there are any apparent defects visible, DO NOT operate the machine \u2022 Never attempt to repair a machine which has refused to function or breaks down in use. Report it to your Supervisor\/Manager immediately. \u2022 Do not allow cables to knot or kink when in use, position the cable as close to skirting boards\/edges of the work area as possible. \u2022 Do not over-reach the scope of the power cable. \u2022 Never touch a switch, power point or electrical appliance with wet hands. \u2022 Keep equipment clean to permit easy spotting of damage or faults. \u2022 Always unplug a machine which is unattended. \u2022 If you need to wet scrub with a machine, request rubber boots and check that the extension cables are fitted with watertight connectors and the sealing rings are fitted properly. General \u2022 Always conform to site regulations, i.e. if you are working in a stores area, where there are forklift trucks, the regulators may call for protective footwear and safety helmets. Your supervisor\/manager will advise you of these instructions. 113","\u2022 Instructions will be given in the handling and use of corrosive cleaning materials, which you may be required to use. \u2022 Never leave your cleaning equipment where it could be a danger to others. \u2022 Report any incidence or occurrence, which you think may constitute an accident risk to your Supervisor\/Manager. \u2022 The Company does not expect you to work under dangerous circumstances at any time. If you are in doubt ask your Supervisor\/Manager. Accidents at Work If you see an accident occur do whatever you may think sensible to prevent further injury to the casualty. If a machine is involved, go to the wall socket and if safe to do so, pull out the plug. Get help immediately. If you think an accident is serious, call emergency services at 112 or 999. If you work on a site where there is security staff on duty, use the site telephone facility to summon their assistance. Accidents are the result of people\u2019s carelessness or negligence. If you go about your job with the contents of the work instructions detailed in this booklet in mind, you will reduce the risk of an accident to both yourself and others. All accidents must be reported to your Supervisor\/Manager immediately. A fully completed Accident Report Form must be submitted to the Accident Investigator no later than 24 hours after the incident. 114","Time Management System If you are required to clock in\/out, you must ensure that you clock in on arrival at and clock out on departure from the premises. If you have permission to leave the premises during normal working hours, you should ensure that you get clock out. In the event of failing to clock in\/out, you must report to your Line Manager and advise them of the exact time of arrival or departure, together with the reason for failing to clock in\/out. It will be the Company's responsibility to make the appropriate entry on the clock card. You must never complete entries on clock cards for yourself without express authority from your line Manager and obtaining an authorisation signature at the time. If you falsify your clock card, complete entries on your own clock card without express authority, clock in\/out for another employee or allow another employee to clock out for you, you will be subject to disciplinary up to and including dismissal. Environment Policy ABM are an outsourcing company providing business solutions to its clients and as such, recognise that good management includes environmental matters and will ensure environmental protection and the prevention of pollution as part of our business decisions. We will Endeavor to work towards the following objectives: \u2022 To ensure that environmental impacts are minimised and controlled; \u2022 To ensure compliance with all applicable environmental legislation, regulation and industry codes of practice and other requirements to which the Company subscribes which relate to our environmental aspects; 115","\u2022 We will provide for the publication of the environmental policy internally by posting the document on the Company notice boards. This policy will be available externally to all interested parties, (on request). \u2022 We will provide for the setting and achievement of environmental objectives and targets for the company; and for the publication of those objectives and targets by posting the document in the company; \u2022 We will maintain continuous efforts to achieve continual improvement in environmental performance of our policies, programmes and operations taking into account technical developments, scientific understanding, customer and community expectations. Our starting point is to comply fully with the requirements of ISO14001: 2015. \u2022 We will develop services that have minimal environmental impact and are safe in their intended use. Our considerations will include spillage prevention, waste management, natural resource consumption, and the introduction of energy efficiency practices. \u2022 We will conduct and support assessment of the environmental impacts of new services before starting a new activity or project. \u2022 We will work with suppliers and contractors to minimise the impact of their operations on the environment. \u2022 We will foster openness and dialogue with employees and all interested parties, anticipating and responding to their concerns about potential hazards and impacts of operations, products, wastes and services. We will measure environmental performance by conducting regular environmental audits and assessments of compliance with this policy statement, legal and Company requirements. 116","Smoke-Free Workplace Policy Under the terms of Section 47 of the Public Health (Tobacco) Acts, it is the policy of ABM to ensure that all of its workplaces are smoke-free and that all employees have a right to work in a smoke-free environment. Smoking is prohibited throughout the entire workplace, including vehicles, with no exceptions. This policy applies to all employees, consultants, contractors, customers and visitors. Policy Infringements Infringements of this policy will be dealt with through the disciplinary procedure. Employees, consultants, contractors, customers and visitors who contravene legislation prohibiting smoking in the workplace are also liable to a criminal prosecution with an associated fine. Procedure If a person smokes in the workplace: 1. Draw the person\u2019s attention to the \u201cNo Smoking\u201d signs and advise them that they are committing an offence by smoking on the premises. 2. Advise the person that it is also an offence for the occupier, manager and any other person for the time being in charge of the premises to permit anyone to smoke in contravention of the law. 3. Advise the person that the business has a smoke-free policy to ensure a safe working environment for staff and customers. 4. Report any non-conformance with this policy to management. 117","Anti-slavery and Human Trafficking ABM Group has a zero-tolerance approach to Slavery and Human Trafficking and is committed to preventing acts of slavery and human trafficking from occurring within both its business and supply chain. Our position on human rights within ABM is evident through our Mission Statement \u201cWe do business ethically by keeping our promises to our customers, our staff and our suppliers\u201d. We respect the rights of all our employees and those within our supply chain. The ABM Modern Slavery and Human Trafficking Policy is in place for all stakeholders in the company including: Employees, Customers, Suppliers and any Sub-Contractors acting on our behalf. ABM encourages all employees, clients and suppliers to report any activity they feel is unlawful conduct or have concerns about the risk of Modern Slavery. Please see our Whistleblowing Policy for further details regarding the process for reporting suspect activity. ABM are dedicated to the prevention of Modern Slavery and Human Trafficking within our business and throughout our supply chain. We shall: \u2022 ABM will ensure the recruitment policy is compliant with the Modern Slavery & Human Trafficking legislation. The Human Resource Department will be responsible for screening & vetting of new hirers. They will also be responsible for monitoring and auditing right to work visas. \u2022 Employees will receive a copy of the Employee Handbook which will include our Modern Slavery and Human Trafficking Statement. \u2022 Internal training courses and employee tool box talks will be provided to all employees in order to raise awareness of Modern Slavery and Human Trafficking. These training 118","courses and employee toolbox talks will aim to fully educate and prepare managers, supervisors and human resources officers to identify the signs of Modern Slavery and Human Trafficking and how to handle an incident should one occur. ABM will review this policy as an annual basis, it may be revoked, replaced or changed at any time to adhere with legislative amendments. Areas of Risk The key areas that could be affected by Slavery and Human Trafficking are; employees hired by the company, employees working on our sites through subcontractors and employees hired by our suppliers. Employee Wellbeing Policy Introduction: ABM has developed an employee wellbeing policy to manage its obligations to maintain the mental health and wellbeing of all staff. It covers the organisation's commitment to employee health, the responsibilities of managers and others for maintaining psychological health, health promotion initiatives, communicating and training on health issues, the range of support available for the maintenance of mental health, and organisational commitment to handling individual issues. Objectives: The aim of this policy is to describe the organisation's commitment to the mental health and wellbeing of employees in its broadest, holistic sense, setting out how ABM fulfils its legal obligations, the responsibilities of different functions and specialists and the range of 119","services available to help employees maintain health and wellbeing. ABM recognises that wellbeing and performance are linked. Improving employees' ability to handle pressure and to balance work and home life will ultimately lead to improved individual and organisational performance. Organisational Commitment: ABM has legal obligations under health and safety legislation to manage risks to the health and safety of employees. This means operating the business in a way that minimises harm to employees' mental health, by ensuring that the demands of jobs are not unacceptable and having policies and procedures in place to support individuals experiencing ill health at work. ABM will put in place measures to prevent and manage risks to employee wellbeing, together with appropriate training and individual support. It will also seek to foster a mentally healthy culture by incorporating these principles into line manager training and running regular initiatives to raise awareness of mental health issues at work. Responsibilities: Organisation ABM has a legal duty of care to employees to ensure health at work, as set out in the Safety, Health and Welfare at Work Act 2005. ABM will ensure that its policies and practices reflect this duty and review the operation of these documents at regular intervals. Line Managers Line managers will put in place measures to minimise the risks to employee wellbeing, particularly from negative pressure at work. Managers must familiarise themselves with the Health and Safety 120","training & standards and use these to mitigate psychological risks in their teams. For example, managers should ensure that employees understand their role within the team and receive the necessary information and support from managers and team members to do their job. Managers must also familiarise themselves with the organisation's policies on diversity and tackling inappropriate behaviour in order to support staff, for example on bullying and harassment issues. In particular, line managers must ensure that they take steps to reduce the risks to employee health and wellbeing by: \u2022 Ensuring that the right people are recruited to the right jobs and that a good match is obtained between individuals recruited and job descriptions\/specifications. \u2022 Keeping employees in the team up to date with developments at work and how these might affect their job and workload. \u2022 Ensuring that employees know who to approach with problems concerning their role and how to pursue issues with senior management. \u2022 Making sure jobs are designed fairly and that work is allocated appropriately between teams. \u2022 Ensuring that work stations are regularly assessed to ensure that they are appropriate and fit for purpose. Human Resources The Human Resources (HR) Department will develop organisation- wide policies and procedures to protect the wellbeing of employees, assist line managers in supporting individuals, and liaise as appropriate with the Company Doctor, if required, and other medical professionals, with the object of helping employees to maintain good psychological health. 121","Occupational Health Specialist Occupational health professionals will provide a comprehensive service designed to help employees stay in work, or to return to work, after experiencing health problems. This will include preparing medical assessments of individuals' fitness for work following referrals from line managers and approval from the HR Department, liaising with GPs and working with individuals to help them to retain employment. Employees Employees must take responsibility for managing their own health and wellbeing, by adopting good health behaviours (for example in relation to diet, alcohol consumption and smoking) and informing ABM if they believe work or the work environment poses a risk to their health. Any health-related information disclosed by an employee during discussions with managers, the HR Department or the Company Doctor is treated in confidence. Health Promotion Initiatives: ABM will develop and run a range of health promotion initiatives designed to raise awareness of health and lifestyle issues affecting mental health and wellbeing. The HR Department will have primary responsibility for leading these programmes, but line managers and employees will be expected to participate. Employees will also be encouraged to establish clubs and groups designed to foster wellbeing, for example lunchtime walking. Training and Communications: Line managers and employees will regularly discuss individual training needs to ensure that employees have the necessary skills to 122","adapt to ever-changing job demands. An examination of training needs will be particularly important prior to, and during, periods of organisational change. Managers and employees are encouraged to participate in communication\/feedback exercises. All employees are expected to be aware of the importance of effective communication and to use the media most appropriate to the message, for example team meetings, one-to-one meetings, electronic communications and organisation- wide methods. ABM will ensure that structures exist to give employees regular feedback on their performance, and for them to raise concerns. ABM will consider special communication media during periods of organisational change. If employees believe that their work, or some aspect of it, is putting their wellbeing at risk they should, in the first instance, speak to their line manager or the HR Department. The discussion should cover workload and other aspects of job demands, and raise issues such as identified training needs. A referral to the Company doctor may be made if this is considered appropriate after an employee's initial discussion with their manager or the HR Department. Discussions between employees and the company doctor are confidential, although they are likely to provide a report on the employee's fitness to work, and any recommended adaptations to the working environment, to the HR Department. Other measures available to support employees in maintaining health and wellbeing include; \u2022 An Employee Assistance programme. \u2022 A Mental Health first-aid programme. 123","\u2022 Procedures for reporting and handling inappropriate behaviour (for example bullying and harassment). \u2022 Special leave arrangements. \u2022 Opportunities for flexible working. \u2022 Support for workers with disabilities. \u2022 ABM\u2019s Grievance Policy. Employee Assistance Programme A free and confidential, 24-hour helpline (1800 936 071) from Health Assured to support you through any of life\u2019s issues or problems. The service offers; \u2022 Up to 6 sessions of face to face, telephone or online counselling \u2022 Full case management protocols for all structured counselling cases \u2022 Unlimited access to 24\/7\/365 confidential telephone helpline \u2022 Coverage for dependants and retirees (up to three months) The topics they provide support on are; \u2022 Financial \u2022 Home life \u2022 Work life \u2022 Health & lifestyle More information can be obtained from your manager and the HR Department. The Employee Assistance programme also has a Mobile phone App called My Healthy Advantage. Simply download the App and enter our company code MHA112890. The My Healthy Advantage App 124","offers access to holistic health and wellbeing support at the tap of a finger anywhere and anytime,. Some of the features you can access are: \u2022 Support videos and webinars \u2022 Mood tracker \u2022 Four-week programmes \u2022 Home life support and advice \u2022 Work life assistance \u2022 Physical and emotional health \u2022 Mini health checks \u2022 Life Support \u2022 Medical information The app is available for you to download now free of charge, and you can register using the code \u2018MHA112890\u2019. Please download and enjoy the benefits. Flexible Working Policy This flexible working policy gives eligible employees an opportunity to request a change to their working pattern. We will deal with flexible working requests in a reasonable manner and within a reasonable time. In any event the time between making a request and notifying you of a final decision (including the outcome of any appeal) will be less than three months unless we have agreed a longer period with you. This policy does not form part of your contract of employment and we may amend it at any time. 125","Eligibility To be eligible to make a flexible working request, you must: (a) Be an employee; (b) Have worked for us continuously for at least 26 weeks at the date your request is made; and (c) Not have made a flexible working request during the last 12 months (even if you withdrew that request). What Is A Flexible Working Request? A flexible working request under this policy means a request to do any or all of the following: (a) To reduce or vary your working hours; (b) To reduce or vary the days you work; (c) To work from a different location (for example, from home). Making A Flexible Working Request Your flexible working request should be submitted in writing and dated. It should: (a) State that it is a flexible working request; (b) Explain the change being requested and propose a start date; (c) Identify the impact the change would have on the business and how that might be dealt with; and (d) State whether you have made any previous flexible working requests. We will arrange a meeting at a convenient time and place to discuss your request. You may be accompanied at the meeting by a colleague of your choice. They will be entitled to speak and confer privately with you but cannot answer questions on your behalf. 126","We may decide to grant your request in full without a meeting, in which case we will write to you with our decision. Decision We will inform you in writing of our decision as soon as possible after the meeting. If your request is accepted, we will write to you with details of the new working arrangements and the date on which they will commence. You will be asked to sign and return a copy of the letter. If we cannot immediately accept your request, we may require you to undertake a trial period before reaching a final decision on your request. Unless otherwise agreed, any changes to your terms of employment will be permanent. We may reject your request for one or more of the following business reasons: (a) The burden of additional costs. (b) Detrimental effect on ability to meet customer demand. (c) Inability to reorganise work among existing staff. (d) Inability to recruit additional staff. (e) Detrimental impact on quality. (f) Detrimental impact on performance. (g) Insufficiency of work during the periods that you propose to work; or (h) Planned changes. If we are unable to agree to your request, we will write to tell you which of those reasons applies in your case. We will also set out the appeal procedure. 127","Appeal You may appeal in writing within 14 days of receiving our written decision. This includes a decision following a trial period. Your appeal must be dated and must set out the grounds on which you are appealing. We will hold a meeting with you to discuss your appeal. You may bring a colleague to the meeting. We will tell you in writing of our final decision as soon as possible after the appeal meeting, including reasons. There is no further right of appeal. 128","129"]