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Home Explore Employee Handbook AS (Rebranded) June 2016

Employee Handbook AS (Rebranded) June 2016

Published by pcurson, 2019-07-16 05:28:12

Description: Employee Handbook AS (Rebranded) June 2016


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2 Welcome We are delighted to welcome you to Atalian Servest and hope that you enjoy your time with us. Atalian Servest is a leading facilities management provider. We are part of Atalian Servest Group Pty - a global company based in South Africa who share the same vision and passion to deliver a seamless service as a single provider of facilities solutions to our diverse portfolio of customers. Our values are very important to us and you will find these embedded in all that we do. WE ARE PASSIONATE WE ARE REPUTABLE People are at the heart of our business, and we We operate with integrity and diligence. believe in relationships and human partnerships Our reputation for delivery is as important as to create mutual success. our focus on sound business ethics. WE ARE ORIGINAL WE ARE ACTIVE Our entrepreneurial foundation still drives our spirit We are proactive, and we respond to our customer’s of innovation and inventiveness, creating custom, needs with the adaptability and flexibility that relevant solutions for a complex marketplace. makes us unique and valued. Our people are the most important part of Please use: our Company. Whether you are located in [email protected] one of our regional offices or on site at a to give us your feedback. customer location, Atalian Servest prides We hope that you enjoy your new role itself on being an inspirational place to and we wish you the best of luck in your work. career with us. We would be delighted to hear from you about your first experiences with Atalian Servest. COLLEAGUE HANDBOOK

3 How to Use Your Handbook This handbook is provided for your guidance and contains general information about Atalian Servest (‘the Company’). Your Contract of Employment (and Appendix 1 to your contract if you work within the catering or security teams) contains your Terms and Conditions of Employment. This handbook, does not form part of your Contract Should there be a change, you will be notified that a of Employment however, we do ask you to abide by new version is available and this will be published on its contents during the period of your employment to Atalian World. For those with access to The Hive (the ensure a happy and trouble free working environment Company intranet site) you will be able to find it on is created for both yourself and your colleagues within there too. the Company. Please read this handbook and keep it To access Atalian World you will need to enter: in a safe place as you may find it useful to refer to into any internet browser from time to time during your employment. and access it with your payroll number and password, If you are based in Northern Ireland ONLY, the which will be welcome1 on your first visit. To access it Disciplinary and Grievance Policies contained via the Hive, please log in as normal. in this handbook form part of your terms and We cannot include everything in this handbook so if conditions of employment and therefore are you need any information not contained here, please contractual. contact your line manager who will be happy to help The Company reserves the right to review and amend and advise you. the Colleague Handbook when necessary. This handbook is for internal use only by Atalian Servest colleagues. COLLEAGUE HANDBOOK

4 6 Contents 6 6 A YOUR EMPLOYMENT 6 1. Right to Work 6 2. Security Checking 6 3. Disclosure and Barring Service (DBS check) 6 4. Notice Periods 7 5. Your Pay and Additional Hours 7 6. Business Expenses 7 7. Signing In and Out 7 8. Benefits 7 9. Holiday 8 10. Changes to Personal Details 8 11. General Fitness 8 12. Prosecutions 8 13. Attachment of Earnings Order 8 14. Engaged in Other Business or Employment 15. Union Recognition 9 16. TUPE Transfers 9 B CODE OF CONDUCT 9 1. Behaviour and Conduct 9 2. Uniform, Personal Protective Equipment (PPE), Dress Code and ID Badges 9 3. Company Property 9 4. Personal Belongings including Private Cars 10 5. Mobile Phones 10 6. Company and Customer Information 10 7. The Media: Disclosure of Information 10 8. Confidential Information 10 9. Related Persons 10 10. Personal Relationships at Work 10 11. Social Functions 11 12. The Use of Closed Circuit Television Cameras (CCTV) 11 13. Criminal Convictions 14. Quality Standards COLLEAGUE HANDBOOK

5 C POLICIES AND PROCEDURES 12 1. Drugs and Alcohol Policy 2. Right of Search 12 3. Disciplinary Policy 12 4. Performance Management Policy 12 5. Grievance Policy 13 6. Customer Removal 13 7. Sickness Absence 14 8. Other Absence 14 9. Family Focus 14 10. Flexible Working 15 11. Equal Opportunities/Diversity 16 12. Harassment and Victimisation 16 13. Whistleblowing 16 14. IT and Communications 17 15. Vehicle Policy 17 17 D STATUTORY COMPLIANCE 1. Health and Safety 18 2. The Working Time Regulations (1998) 3. Smoke Free (Premises and Enforcement) Regulations 2006 18 4. The General Data Protection Regulation 2016 19 5. Modern Slavery Act 2015 19 6. Bribery Act 2010 19 7. The Proceeds of Crime Act 2002 and Money Laundering Regulations 2007 20 21 E GENERAL INFORMATION 21 1. Learning and Development 2. Continuous Conversation 22 3. Atalian World 4. Signpost 22 5. Hidden Talent Apprenticeships 22 22 22 22 COLLEAGUE HANDBOOK

6 A. Your Employment In this section we set out information that we hope 3. Disclosure and Barring Service will be useful to you during your employment. (DBS check) 1. Right to Work Your job role and/or place of work may require us to carry out a routine check on your background Prior to being offered your new role, you provided with the Disclosure and Barring Service (previously the Company with evidence of your right to CRB). This is normally the case if your role is work in the UK in accordance with the relevant likely to bring you into contact with children or legislation. vulnerable adults but not always. We will advise Your continued employment is subject to your you if we need you to complete a DBS application legal right to work in the UK being maintained or to renew an existing DBS Certificate. throughout the period of your employment and If an unsatisfactory disclosure is received, the you may be required at any time to prove that you Company reserves the right to terminate your have the right to work in the UK. employment without notice. Failure to provide such proof when requested may More information about the DBS process is result in the termination of your employment. available at: disclosure-and-barring-service If your documentation allows you to work in the UK for a specific time period only, you must make 4. Notice Periods an application to the Home Office to extend or vary your permission to be in the UK before your current permission expires. You must provide us with a copy of this application so that we can verify The notice period you can expect to have from the this. If you do not, this will have an impact on your Company and the amount of notice you need to right to continue to work and your employment give to the Company is set out in your Contract of may be terminated. Employment. If you have transferred to the Company under the If you have the right to work in the UK, you will TUPE Regulations your notice period may differ. have a National Insurance number. You need Please refer to your own contract of employment. to provide this to the Company when you start On leaving the business, you will be required to work. If you do not have one, you must make an return all Company property/equipment on or application straightaway and provide confirmation prior to, your last day of employment. of this to the Company. You must then give the Company your National Insurance number as soon 5. Your Pay and Additional Hours as it arrives. If you fail to do so within one month of starting work then your employment will be Details of your pay and how payment will be made terminated by the Company. to you is set out in your Contract of Employment. On joining you will need to provide the Company 2. Security Checking with your personal email address so that your payslip can be sent to you electronically. If you do Dependent upon your new role and/or place of not have a personal email address, please set one work, additional security checks may need to up so that you are able to receive your payslip. be carried out. If this applies to you, your line If you are unsure about how to do this, please manager may have explained this to you at your speak to your line manager in the first instance interview and these checks may have already or contact colleague support team who will guide been started. However, sometimes you may you through the process. have already started your new role before the If you are eligible to work and receive pay for security checking process has been completed. additional hours worked, the terms relating to this As your employment (or continued employment will be set out in your Contract of Employment. if you have already joined the Company) is subject to security clearance being granted, your 6. Business Expenses employment will be terminated if the result of the checks is not satisfactory. You will be reimbursed all reasonable expenses From time to time the Company may carry that have been incurred by you in the proper out security checks on existing colleagues or performance of your duties. Expenditure should colleagues transferring from one role to another. be approved by your line manager, prior to being This may include colleagues that are not usually incurred and you will be required to produce subjected to these checks. expense receipts. Expenses are subject to the Company’s Expenses Policy. COLLEAGUE HANDBOOK

7 7. Signing In and Out may be restricted or not authorised because of operational pressure. The amount of days you are If you work on site, it is likely you will need to able to take at these times may also be restricted. use a time and attendance (clocking in) system in You should also ensure that you understand any order to certify your hours of work. These hours local arrangements that exist so that you can will be used by us to calculate your pay each comply with them. month. It is therefore extremely important that you use the system to clock in and out each day that you attend work. Failure to do so may mean Bank/Public Holidays that you do not get paid correctly. Because of the nature of the business you may If you are unsure about the time and attendance be required to work on some or all of the Bank/ process on your site, please speak to your line Public Holidays manager. If you do not wish to work on a Bank Holiday you must book leave from your annual holiday 8. Benefits entitlement in the normal way. If you work part- time and a Bank Holiday falls on your normal day Any benefits that you are entitled to are set out of work and your office or site is closed on that in the terms and conditions of employment in day, you will need to save enough days from your your Contract. annual holiday allocation to cover these days off. 9. Holiday You will be paid at your normal rate for Bank Holidays on that you do not work. Holiday Entitlement The Company’s holiday year runs from 1st January to 31st December Your annual holiday entitlement will 10. Changes to Personal Details It is your responsibility to notify the Company be set out in your Contract of Employment. of any changes to your personal details, so that If you have transferred to the Company under the Company can maintain accurate records. This the TUPE Regulations, your holiday year may involves the notification of change of address, not have changed on transfer to Atalian Servest. telephone number, change in next of kin, Therefore you should check your existing Contract emergency contact details and change of bank/ of Employment for details of your holiday year. building society account details for payment of Holiday entitlement must be used during the year salary/wages. Your line manager will provide you that it is accrued and cannot be carried forward to with the correct form to complete which will need to be sent to head office or you can contact the the next holiday year. colleague support team at head office directly. Booking Holiday Holiday must be booked on the appropriate Failure to notify the Company of changes to your holiday authorisation form and arrangements personal details may result in disciplinary action being taken against you. to take holiday should not be made until your holiday has been signed off by your line manager/ 11. General Fitness supervisor. If your holiday is not authorised and you take leave without approval, this will be You are expected to maintain a standard of fitness to enable you to carry out your job role. The treated as unauthorised absence. Company may require you to undergo a medical Taking Holiday examination at any time during your employment by a medical practitioner of its choice and at the No more than ten working days’ holiday may be Company’s expense subject, where relevant, to taken at any one time unless authorised by your the Access to Medical Reports Act 1988. line manager. All holidays must be taken at times convenient to the Company agreed at least four 12. Prosecutions weeks in advance with your line manager unless You are required to disclose to your line manager, the holiday period requested is two days or less, in any incident which results, or may result in prosecution by the Police or private prosecution or which case one week’s notice will be satisfactory. any other matter which may lead to civil proceedings being taken against you. If you do not provide the The Company reserves the right to require holidays Company with details of prosecutions or potential to be taken to coincide with customer close prosecutions/proceedings, this may result in action downs, or in the case of some establishments, under the Company Disciplinary policy. during out of term times. There will be some sites where taking holiday at certain times of the year COLLEAGUE HANDBOOK

8 13. Attachment of Earnings Order You are required to notify the payroll team if you are subject to an Attachment of Earnings, Court or Child Maintenance Order at any time. 14. Engaged in Other Business or Employment You must devote your whole time and attention to the business of the Company. You must not be directly or indirectly engaged, concerned or interested in any other business whether on an employed, self- employed or voluntary basis without the prior consent in writing of the Company. The Company will not unreasonably withhold its consent however if you are either directly or indirectly involved in any other business that conflicts with your employment and the services provided by the Company, then consent will not be given. 15. Union Recognition Currently the Company holds no formal National Agreement with any trade union. However, the Company acknowledges your right to belong to a trade union and recognises that, in certain circumstances, you are able to be accompanied to formal meetings (for example: disciplinary, grievance) by your Union Representative. 16. TUPE Transfers TUPE refers to the ‘Transfer of Undertakings (Protection of Employment) Regulations 2006’ as amended by the ‘Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014’. TUPE applies to Companies of all sizes and protects your rights when the organisation or service that you work for transfers to a new employer. If you have transferred to the Atalian Servest Group via TUPE, you will need to supply us with the following: • A completed and signed new starter form which will ensure that you will be paid correctly • Present your right to work documentation, regardless of your nationality and whether or not you have previously presented this to your prior employer • Undertake the Atalian Servest vetting and security checks, if required. Those who have transferred under TUPE in the absence of a collective agreement, will be subject to the Atalian Servest policies and procedures including disciplinary and grievance procedures. COLLEAGUE HANDBOOK

9 B. Code of Conduct Our code of conduct covers the areas that we believe Where dress down days are held, the dress code are important areas of individual responsibility for is flexible however colleagues should ensure our colleagues. clothing does not have motifs or slogans which may cause offence and clothing must still preserve 1. Behaviour and Conduct modesty. All colleagues working within the Company are treated with respect and we recognise that ID Badges everyone has an important contribution to make. Your identification card or Company ID badge must be visible at all times. Any loss of ID card must Always behave in a considerate and co-operative be reported to the Company. Some ID cards may manner at work. You are part of a team and the expire annually. If you are given one of these, success of that team depends upon everyone please ensure you obtain a new card prior to the working together. Remember that you are an expiry date of your current card. ambassador for the Company and your behaviour, good or bad, reflects on the reputation of If you work within the Security team your valid SIA the Company. Licence must also be displayed at all times while on duty. 2. Uniform, Personal Protective Equipment (PPE), Dress Code and ID 3. Company Property You will be held responsible for the care and Badges safekeeping of all equipment, apparatus, documentation and any Company property Uniform and PPE (including IT equipment) supplied to you during the A uniform and PPE will be issued for roles that course of your employment. All property belonging require this. If a uniform is provided you are to the Company must be returned before leaving required to wear it at all times while at work and the Company’s employment or, at the Company’s you must ensure that it is kept clean and in a good request, during your notice period. You should not state of repair. If you leave your employment with the Company misuse Company or customer property, or use it for for any reason (including failing your security private purposes. vetting) and do not return your uniform, the Please note, the Company does not supply small Company reserves the right to deduct a sum tools relative to a trade. It is your responsibility to for the cost of your uniform from your final provide these and keep them in a usable condition. salary payment. We would recommend these are insured by you as Dress Code the Company cannot accept responsibility for any If your job role does not require a uniform, you will loss or theft. be expected to maintain appropriate standards 4. Personal Belongings Including of appearance within your workplace. Clothing Private Cars selected for work should be smart and reflect the environment in which you work. Trainers, flip flops, You are responsible for any personal belongings jeans (or other denim items), t-shirts, football that you bring or wear to work or while on shirts, collarless shirts, ‘spaghetti strap’ tops and Company business. The Company will not leggings (except where sensibly worn below other assume responsibility for missing or damaged work items) are not permitted. personal property. When attending meetings with external parties 5. Mobile Phones or customers, formal business attire should be You are not permitted to use your personal mobile worn. Colleagues in customer facing roles who phone during working hours. Any calls that you need to make should be made during your breaks. have visible tattoos should ensure that where On some sites you are not permitted to carry possible, these are covered when interacting with your personal mobile phone while on customer customers. Excessive piercings should also be premises. In such instances mobile phones must removed for these interactions. be kept with your personal belongings on site. You must ensure that you have good levels of Failure to adhere to site rules regarding the use of personal hygiene and must appear presentable at all times. Your shoes must be clean and in mobile telephones may lead to disciplinary action. good condition. COLLEAGUE HANDBOOK

10 In case of an emergency, should you need to use together in business. The Company aims to ensure your mobile phone, authority from management that where there are related persons working should be sought. Mobile phones belonging to the together there is no possible compromise of Company or any of its customers must not be used company policy. The Company requests that you for any other purpose than Company business. let your line manager know if you are working with a relative. If you are responsible for any form It is specifically prohibited to use a mobile phone of recruitment you must seek approval prior to while driving a vehicle in line with current employing any person in any way relating to or legislation. Failure to comply will result in action known by you. being taken under the Company disciplinary policy. 10. Personal Relationships at Work 6. Company and Customer Information The Company recognises that colleagues who work During the course of your employment, you may together may form personal friendships and in have access to, or be trusted with information some cases, close personal relationships. We do not regarding the Company and/or its customers, wish to interfere with these personal relationships, colleagues or contractors which is confidential. however, it is necessary for the Company to ensure You must not disclose sensitive or confidential that all colleagues behave in an appropriate and information to any other third party. professional manner at work. Nothing in the section will prevent you from Reporting of a relationship must be made where disclosing information that you are entitled to there are direct reporting lines or where there disclose under the Public Interest Disclosure Act is a potential of real or perceived favouritism 1998 provided that the disclosure is made in the or a conflict of interest. Where a personal appropriate way to an appropriate person (see relationship or where people working together are Section D - 13 Whistleblowing). related (see paragraph 9) but this has not been reported or creates a conflict of interest or where Breach of this clause in relation to Company, unprofessional behaviour has been reported, customer and/or customer information will be the Company will take any action it considers treated as a disciplinary offence and, depending appropriate to safeguard its reputation and values, upon the seriousness, may be treated as gross including disciplinary action if necessary. misconduct resulting in dismissal. 11. Social Functions 7. The Media: Disclosure of Information There may be occasions when you are invited No colleague is, without the prior written to a social function such as a Christmas party or permission of the Company, permitted to make corporate event at your place of work or other any statement to or to provide information to the location. media or any other outside body concerning any incident which may occur during the course of While the Company wishes to encourage a relaxed their duties, except if required to do so by law. and enjoyable atmosphere, colleagues are still responsible for their actions on such occasions, No colleague is permitted to write, broadcast or even if they have been consuming alcohol. Any publish information concerning the Company unacceptable behaviour will be held to account. its customers or its customers or to provide any Colleagues must remember that they continue information to any third party for such purposes. to represent the Company in ‘out of hours’ social events and have a responsibility to treat each 8. Confidential Information other and members of the public with dignity and respect. Line managers and designated people must not disclose confidential information to anyone other 12. The Use of Closed Circuit Television than to those who need to know as part of an Cameras (CCTV) acceptable operating procedure. Personal details relating to all colleagues are subject to the General In the carrying out of your day to day duties there Data Protection Regulation 2016 and any breach of may be occasions when you are required to work confidentiality may lead to disciplinary action up to in a place where Closed Circuit Television Cameras and concluding gross misconduct. (CCTV) are in use. 9. Related Persons It is inevitable that there will be times when people who are related to each other are working COLLEAGUE HANDBOOK

11 These cameras are in place primarily to ensure It is the objective of the Company to provide the the safety and security of the premises on which highest levels of service that deliver customer you are working, but there are also there to assist satisfaction in all aspects and by focusing on: in providing a safe working environment for all Company colleagues. There will, therefore, be • Continual improvement of all systems and times when your actions, whilst working, will practices be recorded on CCTV. You should be aware that • Prevention of all forms of pollution in certain circumstances recordings from these cameras may be used, if appropriate, as evidence • Adherence to ISO 9001, ISO 14001 and in disciplinary proceedings. ISO27001, including associated British If you have any concerns or queries regarding the Standards use of CCTV then you should speak to your line • Compliance with the requirements of our manager or supervisor or contact a member of the customer and all regulations and legislation HR team at head office. applicable to our business 13. Criminal Convictions • Achievement of customer satisfaction. We will also establish and set relevant business, Your employment with the Company is based on quality and environmental objectives and review assurances that you have no criminal record (other these at regular intervals. than any record you are permitted to withhold under the Rehabilitation of Offenders Act 1974). If it comes to the Company’s knowledge that you have a criminal record and this has not been declared, this will be deemed to be gross misconduct and the Company will be entitled to dismiss you without notice or payment in lieu of notice. 14. Quality Standards The Company is committed to the continued development of a quality culture throughout the business and has committed itself to the requirements of ISO 9001:2008. The Company also recognises that its activities can have a negative impact on the environment and therefore has committed itself to the requirements of ISO 14001:2004. The Company has further committed itself to the continual improvement of its information security management system and the confidentiality, integrity and availability of its and our customer’s information throughout the business and has committed itself to the requirements of ISO 27001:2017. To underpin these commitments, the Company operates to British Standards - BS7499 for Manned Guarding; BS 7984 for Key Holding and Response Service; BS 7858 for Security Screening and the relevant CCTV Installation and Maintenance Codes of Practice. We also operate in full compliance with the SIA Approved Contractor Scheme. COLLEAGUE HANDBOOK

12 C. Policies and Procedures This section sets out the policies and procedures that with our Disciplinary Policy, up to and including the Company has in place so that all colleagues are dismissal. able to work in a safe and supportive environment. Searches Below are summaries of each of these policies. Your working premises may be searched for drugs These are not re-printed in full here however they or alcohol at any time, including in your lockers and are available on Atalian World, The Hive or you can desks. If we have grounds to believe that there are request them from the HR team based in head office. illegal drugs in your personal possessions (including The Company reserves the right to review and but not limited to; your pockets or your bags), we amend them from time to time, particularly when expect you to cooperate with reasonable requests legislation in the UK changes. to search them. We will allow you to have a witness present should you ask for one. 1. Drugs and Alcohol Policy We may retain or destroy any alcohol or drugs found in contravention of this policy and use it as evidence, Atalian Servest Group Limited is committed to along with any refusal to cooperate with a search, in providing a safe, healthy and productive working any future disciplinary action. Possession of and/or environment for its colleagues, customers and dealing in illegal substances may be reported to the visitors. This includes ensuring that all colleagues Police.  are fit to carry out their jobs safely and effectively in a working environment that is free from alcohol and 2. Right of Search substance misuse. At times, you may be requested to undergo a This policy covers all individuals working at all levels search when entering and/or leaving the premises and grades, including senior managers, officers, of Atalian Servest or those of Company customers. directors, colleagues, consultants, contractors, These searches are random and do not imply trainees, home-workers, part-time and fixed-term suspicion in relation to any individual concerned. colleagues, casual and agency colleagues and volunteers (collectively referred to as colleagues in We accept no liability for any loss or damage, that this policy). may occur to your clothing or personal property while on the Company or customer’s premises or on All colleagues are expected to arrive at work fit to the way to or from work. carry out their jobs and able to perform their duties safely without any limitations due to the use or after 3. Disciplinary Policy effects of alcohol or substances (whether prescribed, over the counter or illegal including psychoactive The Company recognises the need for line managers to substances, formerly known as ‘legal highs’ and now be able to manage in a supportive, consistent and fair banned under the Psychoactive Substances Act). manner. Nevertheless, it is recognised that problems may occur from time to time. The Disciplinary Policy The Company will not accept colleagues arriving at is designed to facilitate and encourage all colleagues work under the influence of alcohol or substances, to maintain acceptable standards of conduct, whilst and/or whose ability to work is impaired in any safeguarding the interests of Atalian Servest and its way by reason of the consumption of alcohol customers. or substances, or who consume alcohol or take substances (other than certain prescription or If the Company considers it appropriate, minor over the counter medication, as directed) on the problems may be dealt with informally by your Company’s premises. immediate line manager. If such concerns are not satisfactorily resolved informally, or if the matter is This policy does not form part of any colleague’s more serious, the Company will consider starting the contract of employment and it may be amended at Disciplinary Procedure. any time by the Company. The Policy applies to all colleagues under a contract Screening of employment with Atalian Servest Group Ltd. If we suspect you of being under the influence of However the procedure does not form part of your drugs or alcohol, or if your role is critical to health contract of employment (unless you are based in and safety, then we may ask you to submit to Northern Ireland where this policy does form random screening for drugs or alcohol. This will be part of your contract of employment) and the conducted by an external provider in accordance Company reserves the right to review and amend with our legal obligations. If you refuse, we may this policy at any time. take disciplinary action against you, in accordance COLLEAGUE HANDBOOK

13 The formal disciplinary process is used to address General Principles of the Performance issues relating to conduct (behaviour) at work. For Management Policy issues of poor performance (capability), ie; where • No action will be taken against you until training or support may be needed to carry out the the issues of poor performance have been tasks covered by your job role, the performance investigated. This is usually by way of review management process will be used instead. of the notes from the informal meeting with you, review of the PIP drawn up at the informal General Principles of the Disciplinary Policy stage and any relevant training logs • No disciplinary action will be taken against you until the case has been fully investigated • At every stage of the procedure you will be given the opportunity to state your case before • At every stage of the procedure you will be any decision is made advised of the nature of the allegation against you and will be given the opportunity to state • You have the right to be accompanied your case before any decision is made by a work colleague or trade union representative at all stages of the • You have the right to be accompanied by a formal performance management and work colleague or trade union representative appeals procedures at all stages of the formal disciplinary and appeals procedures • You have the right to appeal against any penalty imposed • You have the right to appeal against any disciplinary penalty imposed • Warnings will be disregarded as spent or expired after a specific period • Warnings will be disregarded as spent or expired after a specific period • The procedure may be implemented at any stage if your alleged performance warrants • The procedure may be implemented at any such action. stage if your alleged misconduct warrants such action. 5. Grievance Policy 4. Performance Management Policy The Company recognises that from time to time, you may wish to raise matters which are causing A Performance Management Policy is designed you concern. The grievance procedure provides to help and encourage all colleagues to maintain a structured framework to allow grievances to be acceptable standards of performance. If the Company handled fairly and line managers will ensure they considers it appropriate, minor performance issues consistently address issues or grievances raised can be dealt with informally by your immediate line by colleagues. manager. If performance issues are not satisfactorily resolved informally, or if the matter is more serious, The first stage is to always try and resolve matters the Company will consider starting the Performance informally prior to invoking the formal process. Management Procedure. When raising a formal grievance, it is important The Policy applies to all colleagues under a contract that all issues are raised at the beginning of the of employment with the Company however the process. Once a grievance has been submitted, procedure does not form part of your contract of additional issues will not be considered as part of employment and the Company reserves the right to that grievance. review and amend this policy at any time. If you have difficulty expressing yourself on paper All line managers are responsible for applying the or if your first language is not English, you are Performance Management Policy and decisions encouraged to seek help from a colleague, trade to initiate any form of performance management union official or other colleague representative to action should be consistently applied and based on assist you. objective facts.   For the avoidance of doubt the Atalian Servest The formal performance management process is grievance procedure is internal and you are used to address issues relating to poor performance therefore not permitted to be accompanied by a (capability) at work. For issues of unacceptable legal representative at any meeting held under conduct (behaviour), the disciplinary policy and this procedure. procedure will be used. COLLEAGUE HANDBOOK

14 There are certain circumstances where the Grievance An appropriate line manager will conduct a return Policy cannot be used: to work interview with you to fully understand the nature of your absence and provide any support you • To raise issues that occurred three months ago require on your return to work. or more If you have been absent for more than four weeks, • Where there are concern over terms and your absence will be viewed as ‘long-term’. Your line conditions of employment manager will arrange a welfare visit with you. At that meeting we will request your consent to obtain • To raise issues that are covered by statute a report from your doctor or our occupational health • To raise issues that have been previously provider so that we can understand how we can best manage your return to work. considered under this policy • Because of a dislike of a particular policy, You will be asked to give your consent for the Company to obtain this report. Should you withhold agreement or accepted practice within Atalian consent for such a report, the Company will make Servest a decision on your continued employment using • Where a separate process (that has included the facts that it already holds. In cases where you an appeal process) has already been are unable to return to work during an acceptable exhausted. time period, we may have to discuss with you, the (Please note: If you are based in Northern Ireland termination of your employment on grounds of ill- this grievance policy forms part of your contract health. of employment) 8. Other Absence 6. Customer Removal There may be times that you need to take additional At any time a customer may request the removal leave for reasons other than holiday. In that case, of a colleague from their site. Should you find the Company may agree to grant you additional yourself in such a situation, the Company will first leave over and above your holiday entitlement, as endeavour to resolve the problems that have led set out below: to the customer’s request but if this is not possible alternative work will be sought for you. Compassionate Leave We recognise the difficulties associated with losing If no alternative work is available or if you reject a close member of your family and we endeavour the offer of alternative work then your contract of to support you in these circumstances, we have employment may be terminated for Some Other compassionate leave arrangements that entitle all Substantial Reason. colleagues to paid leave. 7. Sickness Absence Jury Service If you are called for jury service, please advise your If you are unable to work due to sickness, injury or any other reason, you (or someone acting on your line manager as soon as possible and provide the behalf) should notify your line manager by telephone relevant documentation. Your line manager will no later than two hours before your scheduled start make the appropriate arrangements for your work time. You will need to let them know the reason cover. Your pay will normally be stopped while you for your absence and, if possible, the likely date of are on Jury Service and you should ensure that you your return. Where a phone call is made to your complete the forms given to you by the court and line manager and is not answered first time, you claim back any entitlements due to you. must leave a voicemail and your line manager will Special Leave respond to you as soon as possible. There may be times when you need to take time off from work for other reasons, for example military Text messages are only acceptable in cases of very reservist training and services, study leave, and early shift working. public duties. Special leave must be agreed and authorised by your line manager and is normally You should record your absence using a self- unpaid. certificate covering the first seven calendar days of absence. Thereafter a doctor’s note will be required. No payments of Statutory Sick Pay or Company Sick Pay (if entitled) will be made without appropriate certification. COLLEAGUE HANDBOOK

15 Adverse Weather – Unable to Travel to Work Therefore, before taking time off, you should ensure that you clarify the position with your line manager. In the event of you being unable to journey to your normal place of work as a result of snow, storms etc. the following guidelines will apply: 9. Family Focus Set out below are summaries of the Company’s • Telephone your normal place of work as soon family friendly policies. If you need advice and as possible and to inform them of your absence guidance on any of these policies we suggest you obtain and read a copy of these as soon as • Consider working from home if you are able to possible as there are a number of important criteria and advise your line manager and timescales that need to be complied with to Those colleagues who take advantage of the ensure that you are able to take advantage of these situation may be dealt with through disciplinary policies. If you cannot access these on any of the action at the Company’s discretion. Company systems, please ask the HR team in head office for full details. Adverse Weather – While at Work Maternity In the event of adverse weather conditions occurring On becoming pregnant, you should notify your line while at work, line managers are asked to review manager as soon as possible. This is important as the conditions and circumstances of each individual there are health and safety considerations for the to decide if it is appropriate to allow them to leave Company. You must also provide a MATB1 form, early. which is a certificate from a doctor or midwife confirming the expected week of childbirth. The Unpaid Holiday Leave form must have either your doctor’s name and As a general rule, the Company will not allow you to address or the midwife’s name and registration increase your normal holiday leave entitlement on number on it. a ‘without pay’ basis. Appointments To take time off for antenatal care, you are required In any other circumstances that require you to be to produce a certificate from your doctor, registered absent from work for example; doctor/dentist midwife or registered health visitor, stating that you appointments, permission will be given at the are pregnant. Except for the first appointment, you Company’s discretion. You should try and make any should also produce evidence of the appointment, such appointment either at the beginning or end of such as a medical certificate or appointment card, your working day and must get prior approval from if requested to do so. You should give your line your line manager. You will not normally be paid for manager as much notice as possible of antenatal this time off. appointments and try to arrange them as near to Emergencies the start or end of your working day as possible. Should you need to be absent from work due to Your line manager will make the appropriate an emergency situation, you should contact your arrangements for your maternity leave and Statutory line manager to explain the situation as soon as Maternity Pay. possible. If you are unable to do so yourself, a friend or relation must contact your line manager at the Paternity beginning of your period of absence. If contact If you are to become a father you may have the right is not made, this will be treated as unauthorised absence, see below. to time off and may also qualify for Statutory Paternity Pay. Unauthorised Absence (AWOL) You will be eligible for paternity leave and pay Any period of absence where you fail to contact the if you: Company to explain the circumstances of your absence or where the Company does not feel you have given • Are the father of the child, the husband or a satisfactory explanation for your absence, may be partner of the mother (including same-sex subject to disciplinary action up to and including partner) or you are one of a couple who are dismissal at the Company’s sole discretion (under the eligible for and intend to apply for a Parental Absence Without Leave Policy). Order in respect of the child While there are some circumstances of absence • Have worked for the employer for a minimum where it will be appropriate to continue to be paid, of 26 weeks by the ‘notification week’ there are other circumstances where the Company may consider that it has no liability to make payment. • Have or expect to have responsibility for the upbringing of the child if you are the COLLEAGUE HANDBOOK

16 father or expect to have the main responsibility for new born and adopted children born on or after for the upbringing of the child if you are the 5th April 2015. mother’s husband or partner but not the child’s father SPL must be taken between the birth of the child or adoption date and the child’s first birthday. • Have given the correct notice (on or before the 10. Flexible Working 15th week before the EWC) You have the right to request a flexible working arrangement, provided that you meet the eligibility • Have not requested a period of shared parental criteria which is as follows: leave in respect of the child. You can choose to take either one week or two • Be a colleague (not an agency worker) consecutive weeks’ paternity leave (not occasional days or separate weeks). • Have at least 26 weeks’ continuous employment with the Company at the date the application is made You should notify your line manager in accordance with the above guidelines and they will make the appropriate arrangements for your paternity leave • Not have made a request under the statutory scheme for at least 12 months. and Statutory Paternity Pay. Adoption Leave The process requires you to submit a formal Adoption leave and pay may allow one member of application. Please ask your line manager or the an adoptive couple to take paid time off work when HR team for further advice or guidance on how to their new child starts to live with them. Paternity submit an application. leave and pay may be available for the other 11. Equal Opportunities/Diversity member of the couple. The Company is committed to ensuring that all Parental Leave colleagues will be given equal opportunities, Parental Leave is taken to look after children or irrespective of their age, disability, gender make arrangements for the good of a child. This reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex leave is unpaid. All eligible parents are entitled to or sexual orientation. take statutory leave for each child under the required qualifying age. This commitment is more than a legal, moral or ethical necessity, it is good employment practice. Shared Parental Leave Shared parental leave (SPL) is a flexible option for parents of children born on or after the 5th April The implementation of an Equal Opportunities/ 2015. This will enable eligible Mothers, Partners and Diversity Policy stimulates a healthy and more Adopters to choose how to share time off work after productive atmosphere and creates a better their child is born or placed for adoption. This allows quality of life. parents to share a pot of leave to enable time off 12. Harassment and Victimisation together or consecutively to look after the child. Harassment is unwanted conduct that either violates The amount of leave available is calculated using a person’s dignity or creates an intimidating, hostile, the Mothers entitlement to Maternity/Adoption degrading, humiliating or offensive environment for leave that allows a maximum of 52 weeks leave to a person. Harassment can be a persistent course of be taken (of that 39 are paid). If maternity leave is unwanted conduct or an isolated incident. stopped for example after 12 weeks, this leaves 40 weeks that can be taken as Shared Parental Leave The Company does not condone harassment in any (if the eligibility criteria is met) and these weeks form, including harassment that involves abusive can be shared between the parents of the child. behaviour with regard to gender, race, sexuality, SPL allows flexibility for parents to share the caring sexual orientation, disability, religion or age. responsibilities and to return to work between During your employment, if you believe that you are periods of leave if required giving the correct notice. the subject of harassment, you should first make it All colleagues who have been employed for 26 clear to the person responsible that their behaviour is unwelcome and ask them to stop, ideally with a continuous weeks or more by the end of the 15th witness present. This action may be enough to stop week before the expected week of child birth (or by the date you are matched with your adopted child) it. or more may be entitled to shared parental leave COLLEAGUE HANDBOOK

17 Should the behaviour continue, you should talk to to also ensure that others are not put at risk by the your line manager or the HR team, and report the Company’s work-related driving activities. alleged incident as soon as possible. The complaint To enable the Company to ensure it carries out its’ should be the confirmed in writing, and will be duties as a responsible Employer, it has created regarded as a grievance under the Company’s the ‘Vehicle Policy’ that sets out the duties and grievance procedure. obligations that all colleagues who drive on Company business are required to abide by. Any complaint will be dealt with sensitively, Any reference to ‘vehicle(s)’ within the policy mean confidentially and as quickly as possible. any vehicle driven on Company business such as; Company Cars, Private Vehicle (Grey Fleet), Hire Car 13. Whistleblowing or Company Van. If clauses are specific to one type of vehicle, this will be clearly stated. Our colleagues are often the first to realise that   You must possess a full and valid UK, driving licence there may be something seriously wrong within throughout your period of employment with the the Company. However, they may not express their Company. You may be required to produce your concerns because they feel that speaking up would driving licence or any other documents as required be disloyal to their colleagues or to the Company. by the Company at any time. They may also fear harassment or victimisation. If you do not have a Company vehicle, you may In these circumstances it may be easier to ignore need to use your private vehicle for business and the concern rather than report what may be just a you should ensure that you obtain and read a copy suspicion of malpractice. of the ‘Vehicle Policy’ as this also relates to drivers of private cars. The Company is committed to the highest possible Please note that to drive your own vehicle on standards of openness, integrity and accountability. business, you must insure it for business use, this In line with that commitment we expect colleagues includes travel between different sites/offices or and others that we deal with, who have serious locations other than your usual place of work (please concerns about any aspect of the Company’s work see the Statutory Compliance 1. Health and Safety - to come forward and voice those concerns. It is Driving for Work clause below). recognised that most cases will have to proceed on Additional payments may be made to colleagues a confidential basis. for business journeys provided there is a benefit to the department and the mileage rate represents You will not be victimised for raising a concern under the most cost-effective means of transport for this procedure. Any attempt to victimise a member the journey. of colleagues for having raised a legitimate concern If you drive for work in your own vehicle, you about malpractice or to deter anyone from raising must ensure that it is legally compliant, is in a such a concern is a serious disciplinary offence. safe and roadworthy condition and is suitable for its purpose. There are existing procedures in place to enable you to You should note that the Vehicle Policy is part of lodge a grievance relating to your own employment. your Terms and Conditions of Employment and you The above is intended to cover concerns that fall will be given a copy of this to sign and return to the outside the scope of other procedures. Company should you have any vehicle provided to you by the Company albeit it a Company Car, Hire Car 14. IT and Communications or Company Van. If you drive your own car, you will be expected to Some roles may have access to email and the abide by the Terms and Conditions in the Vehicle internet. If this applies to your job, you will be Policy in regard to driving your personal car for asked to complete an Individual User Agreement. It business use. is important that you use the system and any IT/ mobile equipment provided to you appropriately and for business purposes in line with the agreement. Breaches of the agreement or the IT Policy may result in disciplinary action being taken against you, up to and including dismissal in serious cases. 15. Vehicle Policy The Company recognises that under the Health and Safety at Work etc Act 1974, it has the responsibility to ensure, so far as is reasonably practicable, the health and safety of all colleagues while at work and COLLEAGUE HANDBOOK

18 D. Statutory Compliance This section is to ensure that the Company and interests of health, safety and welfare you, as a colleague, follow all statutory obligations • You must carry out your tasks in a safe manner that are related to your employment. The Company has to take any breaches extremely seriously and and follow the requirements of any instructions therefore, if any breach does occur, the Company or safe systems of work that may be provided will be entitled to treat this as gross misconduct. for you. Should you feel that there are situations The Company has put in place policies and reporting that may pose a hazard you have a duty to procedures relating to all statutory compliance and report such findings to your line manager you should ensure that you read and comply with • You have a duty to ensure that any personal these during your period of employment. protective equipment provided for your protection is worn, maintained and stored 1. Health and Safety in the correct manner as directed by management. The Company has a culture of individuals taking The Company promotes the health and safety of responsibility and, in addition to the above legal all its colleagues as well as suppliers, customers or responsibilities, we ask every colleague to consider visitors whilst on our premises. We are committed as the following points and ask themselves “how can a Company to prevent injury and ill health and strive I contribute?”: towards continual improvement in all activities • Be confident that you have done everything related to the performance of our Occupational possible to prevent risk to yourself, your Health and Safety. colleagues and anyone else you come into contact with The Company places a great emphasis on all aspects • Positively challenge unsafe behaviour and ask of safety relating to our business activities where it for help if you think that someone is at risk may effect: • Work in a way that encourages continuous improvement and challenge yourself to find • Colleagues of the Company a better way of doing things • The Company’s customers • Stop work if it is unsafe to continue and • Members of the General Public. seek advice We actively encourage the co-operation of all • Ensure there is good, two way communication between individual, team and line management colleagues in the development of this policy and • Ensure that our sub-contractors and/or agency of all other Health and Safety matters. The policy colleagues operate to the same high standards as is reviewed periodically to ensure that it remains we do. relevant and appropriate to the Company’s operations and service provisions. Eye Care - DSE Users In line with the Health and Safety at Work Act 1974 and the regulations made under it, you have a legal Under the Health and Safety (Display Screen responsibility to: Equipment) Regulations 1992 (as amended in • Take reasonable care of yourself and others 2002), colleagues who regularly use DSE equipment and ensure that you co-operate with (namely computer screens and laptops), are entitled management and colleagues on points to reimbursement of eye tests and corrective of health and safety spectacles for DSE equipment use. • Ensure that you comply with all the emergency If you require an eye test in relation to DSE use, arrangements that are communicated to you we will reimburse you up to a maximum of £25. and ensure others in your charge are aware of You will need to provide proof of this eye test by emergency arrangements way of a receipt from the Company that carried out • You must ensure that you report all accidents, the test. If you require corrective spectacles for DSE near misses or damage to machinery and screen use (not ordinary use spectacles), we will property as soon as possible. You must reimburse you up to a maximum of £100 towards co-operate with any accident/incident your spectacles, again, a receipt will be required. investigations that you are requested to For further information, please speak to your line assist with manager. • You must refrain from wilful measures or interference with anything provided in the COLLEAGUE HANDBOOK

19 Driving for Work 3. Smoke Free (Premises and Enforcement) If you drive your own car on company business, Regulations 2006 even if it is only occasionally, you should ensure your vehicle is roadworthy, you are fit to drive Smoking is not permitted within the Company’s and you are insured for business use (if you drive premises, except in certain designated outside areas. between local offices eg. in Bury St. Edmunds, this Receptacles are provided for smokers to dispose is business use and you will need to be covered of cigarette butts and other smoking waste at all under your insurance policy). You should not use outside locations where smoking is allowed. If you your mobile phone, text or email while driving. For wish to go outside to smoke, you are restricted to further information please ensure you obtain a copy doing this within your designated breaks. Smoking of the Company Vehicle Policy. in non-smoking areas on customer’s premises will be dealt with under the Company disciplinary policy. First Aid All offices/sites have trained first aid colleagues Smoking is not permitted at any time in and suitably stocked first aid boxes. Company vehicles. Fire and Emergency Arrangements Please note this policy also extends to the use Each office/site has an emergency evacuation plan of E-Cigarettes and what to do in the event of a fire/emergency. You should make yourself familiar with the plan and 4. The General Data Protection Regulation the location of fire exits relating to your office/site 2016 or any that you may be visiting. The General Data Protection Regulation 2016 (effective Risk Assessments 25 May 2018) replaces the UK Data Protection Act Risk Assessments are carried out on a regular basis 1998 and any prior EU Data Protection Directives. within the Company. You are required to assist Its purpose is to protect the ‘rights and freedoms’ and co-operate with this process where applicable of living individuals, and to ensure that personal to yourself. data is not processed without their knowledge, and, wherever possible, that it is processed with their 2. The Working Time Regulations (1998) consent. These provide rights to: Use of Data The data gathered is used primarily to pay you for • A limit of an average 48 hours a week that you your work. Accurate bank details help us ensure we can be required to work are paying the right person and hourly rate/ salary and hours worked information is used to ensure You can agree to work beyond the 48 hour we are paying you the correct amount. We use limit, however if you do agree to do this, you personal email for sending payslips to the email must put this in writing and this is generally address given or send it to the home address if this known as an opt-out. You have the right to is not possible. We will also send any other letters or cancel the opt-out agreement, although communications we might need to send throughout you must give the Company at least 3 the course of the contract such as letters relating to months’ notice. recruitment (e.g. offer letter, starter form, contract), current employment (e.g. grievance, discipline, • 11 consecutive hours’ rest in any pension etc.) or termination (e.g. exit interview). 24-hour period We use gender, date of birth and ethnic origin to • A 20-minute rest break if the working day is report on the diversity across the Company, we also longer than six hours hold next of kin details in case of an emergency. We require your right to work details to make sure that • One day off each week we adhere to right to work regulations and the law. For this reason, in some cases you do not have the • A limit on the normal working hours of night right to withdraw data once provided, as it is a legal workers to an average eight hours in any 24- requirement for the Company to check it. We need hour period, and an entitlement for night to process all right to work documents to validate workers to receive regular health assessments. their authenticity and to make sure all colleagues are hired legally. The average weekly working time is calculated over 17 weeks but does not include travelling, lunch breaks or courses/classes. COLLEAGUE HANDBOOK

20 Finally, we hold all your contract details or TUPE computer systems, use of e-mail and Internet, and transfer details to make certain that we are adhering the postal system. to the terms and conditions of employment agreed at your point of entry to the business. When we win The Company reserves the right, without notice, to contracts and you transfer into the Company under access, listen to or read any communication made or ‘TUPE in’ regulations, your terms and conditions received by you on its computers or telephone system transfer with you, therefore, we need to be certain for the following purposes: to establish the existence that we maintain and keep a copy on file for any of facts, to ascertain compliance with regulatory or future queries or ‘TUPE out’ transfers. self-regulatory practices and procedures, for quality control and colleague training purposes, to prevent Security of Data or detect crime (including ‘hacking’), to intercept for operational purposes, such as protecting against We are committed to ensuring that your information viruses and making routine interceptions such as is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, forwarding emails to correct destinations, to check voicemail systems when you are on holiday or on electronic and managerial procedures to safeguard sick leave. and secure the information we collect. Consent The Company will endeavour to minimise any contact In order to hold and process your data, the Company with you outside work hours but reserves the right will ask you to consent to us holding and processing, to contact you in the event of an emergency or for both electronically and manually, the personal and urgent operational reasons. sensitive data it collects in relation to you and your employment (in the course of your employment). 5. Modern Slavery Act 2015 Modern slavery is a crime and a violation of Your consent must be freely given, specific, informed fundamental human rights. It takes various forms, and unambiguous and you will be issued with the such as slavery, servitude, forced and compulsory appropriate notice document and a consent form that labour and human trafficking, all of which have in you should sign and return. There is no detriment to common the deprivation of a person’s liberty by you for non-completion. another in order to exploit them for personal or Removal of Consent commercial gain. The Company has a zero-tolerance approach to modern slavery and we are committed to If at any time you wish for your data to be removed acting ethically and with integrity in all our business and no longer used by the Company, you may dealings and relationships and to implementing and request this at any point in your employment. enforcing effective systems and controls to ensure However, be aware that this may impact on our modern slavery is not taking place anywhere in our communication with you and an alternative may not own business or in any of our supply chains. be available. Please check the possible implications first before requesting deletion of information. If you have previously agreed to us using your personal The Company is also committed to ensuring there information, and wish to change your mind write is transparency in our own business and in our to us using the form available on either The Hive approach to tackling modern slavery throughout or Atalian World and email it to us at: our supply chains, consistent with our disclosure [email protected] obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business Subject Access Request partners, and as part of our contracting processes, You may request details of personal information that we include specific prohibitions against the use we hold about you under the General Data Protection of forced, compulsory or trafficked labour, or Regulations (GDPR). There is no fee payable. To do anyone held in slavery or servitude, whether so, please see the separate Subject Access Request adults or children, and we expect that our Policy. suppliers will hold their own suppliers to the same General high standards. It is the Company’s policy to take all reasonable steps to protect its interests. This includes ensuring This policy applies to all persons working for us or on that systems and equipment are used for the proper our behalf in any capacity, including colleagues at all levels, directors, officers, agency workers, seconded purposes. There will be regular checks. Therefore workers, volunteers, interns, agents, contractors, you should not have any expectation of privacy in respect of company systems and equipment. For the external consultants, third-party representatives and business partners. avoidance of doubt, this includes: telephone systems, COLLEAGUE HANDBOOK

21 6. Bribery Act 2010 action up to and including dismissal for gross misconduct. The Company is committed to the highest standards In particular, you must adhere to the following of ethical conduct and integrity in its business requirements: activities in the UK and overseas. The Company • You must not in any way become involved will not tolerate any form of bribery by, or of, its in any arrangement that you know or suspect colleagues, agents or consultants or any person or involves money laundering body acting on its behalf. Senior management is • If at any time during your work you have cause committed to implementing effective measures to to suspect that money laundering may be prevent, monitor and eliminate bribery. carried out by anyone, you are obliged to report it immediately. Failure to report your The Company is committed to complying with the suspicion is a criminal offence Bribery Act 2010 in its business activities in the UK You must follow all instructions from the and overseas. Under this Act, a bribe is a financial or Company and under no circumstances disclose other type of advantage that is offered or requested to another person that you have made such with the: a report – especially to the customers and including colleagues, superiors etc. • Intention of inducing or rewarding improper • Please note that it is not a defence to say performance of a function or activity; or you have not reported because you did not suspect money laundering where there were • Knowledge or belief that accepting such reasonable grounds for suspecting money a reward would constitute the improper laundering existed. performance of such a function or activity. • Attend training as and when required. A relevant function or activity includes public, state or business activities or any activity performed in the course of a person’s employment, or on behalf of another company or individual, where the person performing that activity is expected to perform it in good faith, impartially, or in accordance with a position of trust. A criminal offence will be committed under the Bribery Act 2010 if: • Any colleague or associated person acting for, or on behalf of, the Company offers, promises, gives, requests, receives or agrees to receive bribes; or • Any colleague or associated person acting for, or on behalf of, the Company offers, promises or gives a bribe to a foreign public official with the intention of influencing that official in the performance of his/her duties (where local law does not permit or require such influence). All colleagues and associated persons are required to comply with this statement, in accordance with the Bribery Act 2010. 7. The Proceeds of Crime Act 2002 and Money Laundering Regulations 2007 This Act and Regulations make provision to combat money laundering which all colleagues must comply with. Failure to do so is a criminal offence and can lead to long jail sentences. You must familiarise yourself with the Company’s provisions as set out in the Company Compliance Manual. Failure to adhere to any company procedure may lead to disciplinary COLLEAGUE HANDBOOK

22 E. General Information 1. Learning and Development 4. Signpost From time to time you may be asked to attend The Company also produces a ‘Signpost Booklet’. This training or learning and development events. will point you in the right direction for your journey The training and development of all colleagues is through Atalian Servest and enable you to access extremely important to the Company and we regard even more information and help. this as an investment in our most important asset, you. In addition to creating a suitably qualified and 5. Hidden Talent Apprenticeships experienced workforce, offering opportunities for continual professional development is part of our Hidden Talent is the name for our Apprenticeship strategy for retaining colleagues. By ensuring that schemes. Undertaking a Hidden Talent programme you have received appropriate training and personal is a great opportunity to gain a certified qualification, development, we can equip you to progress within as well as learn and develop new skills which will the Company should you wish. support your progress within the Company. Your performance will be regularly reviewed, not We offer a wide selection of Hidden Talent only during your probationary period but during your programmes, accessible to new and existing whole period of employment and any training and colleagues. There should be a suitable programme development needs will be identified and acted on available to you, subject to meeting the relevant where necessary. This may lead to external training eligibility criteria. To access the course content and and qualifications. further information, please visit the Hidden Talent dashboard on Atalian World. There are some training courses that may require you to sign up to a Training Agreement which includes a re-payment clause which will require you to pay back any fees to the Company should you decide to leave the business. 2. Continuous Conversation The Company prefers all colleagues to have output agreements rather than job descriptions. These outputs are agreed between you and your line manager and your performance is measured against these on a continual basis. We therefore have ‘Continuous Conversation’ which is the term used to describe the performance review process. It is used throughout the year to create an environment for supporting, coaching and mentoring, providing oversight and doing whatever is required to help you to perform successfully. It is based on two way accountability between you and your line manager and involves dedicated meetings/conversations between the two of you. The time will also be used to discuss any issues or development/training needs to help you work towards your goals and ensure you perform to the best of your ability. 3. Atalian World You will be able to gain access to Atalian World via your payroll number and the password - welcome1. Atalian World is your gateway to the Company in terms of your induction programme and your learning and development. It’s also where to go for policies and procedures and everything else relating to your employment and career within Atalian Servest. COLLEAGUE HANDBOOK


0800 614 678 Servest House Heath Farm Business Centre Fornham All Saints Bury St Edmunds Suffolk IP28 6LG @SERVEST_UK SERVEST-UK SERVEST.UK

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