Tratos handbook V1

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Cont ent s

INTRODUCTION

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T H E T R ATO S P H I LO S O P H Y

THE TRATOS HANDBOOK

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E Q U A L O P P O RT U N I T I E S P R E - E M P LOY M E N T C H E C K S P RO B AT I ON A RY P E R I O D F I R S T 2 4 MON T H S O F E M P LOY M E N T T I M E K E E P I N G

P L AC E O F WO R K R E M U N E R AT I ON

E X P E N S E S OV E RT I M E H O L I DAY S

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S I C K N E S S / I N J U RY A B S E N C E A N D PAY E V I D E N C E O F I N C A PAC I T Y F O R WO R K A B S E N T E E I S M B R A D F O R D FAC TO R FA M I LY F R I E N D LY P O L I C I E S MATERNITY/PATERNITY S H A R E D PA R E N TA L L E AV E A N D PAY A D O P T I ON L E AV E STATUTORY ADOPTION PAY (SAP) PA R E N TA L L E AV E

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FA M I LY E M E RG E N C I E S F L E X I B L E WO R K I N G H E A LT H A N D S A F E T Y AT WO R K AC C I D E N T S F I R E P R E C A U T I ON

S MO K I N G ( I N C L U D I N G E - C I G A R E T T E S ) A LC O H O L , D R U G S A N D S O LV E N T A B U S E DRUG MISUSE OR ABUSE AND MEDICATION ON THE PREMISES INTOXICATED EMPLOYEES TESTING R E P R E S E N T I N G T H E C OM PA N Y OT H E R E M P LOY M E N T A N D P R I VAT E T R A D I N G C ON F I D E N T I A L I N F O R M AT I ON S E C U R I T Y PAT E N T S , C O P Y R I G H T S A N D D E S I G N S G R AT U I T I E S NON - S O L I C I TAT I ON P RO P E RT Y TO B E R E T U R N E D ON T E R M I N AT I ON S H O RTAG E O F WO R K / L AY O F F S P E N S I ON S D R E S S & A P P E A R A N C E C C T V T E L E P H ON E , C OM P U T E R S E C U R I T Y, I N T E R N E T & E - M A I L AC C E S S & M I S U S E MO B I L E P H ON E S S O C I A L M E D I A T R A I N I N G A N D E D U C AT I ON C O R R E S P ON D E N C E C H A N G E S I N T E R M S A N D C ON D I T I ON S C H A N G E S I N P E R S ON A L D E TA I L S O R C I RC U M S TA N C E S

IMPORTANT POLICIES AND PROCEDURES

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G R I E VA N C E D I S C I P L I N A RY A N D D I S M I S S A L

THE TRATOS PHI LOSOPHY “EXCELLENCE THROUGH PEOPLE”

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In accordance with the requirements of the Employment Rights Act 1996 this handbook describes some of the main terms and conditions of your employment with Tratos and should be followed at all times.

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THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

EQUAL OPPORTUNITIES As an equal opportunities employer our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, age, disability, race, religious belief, sexual orientation or political opinion or any other protected category, nor should they be disadvantaged by conditions or requirements which are neither justified nor relevant to the job. Selection criteria and personnel procedures will be reviewed regularly to ensure that individuals are recruited, promoted and treated in all other ways purely on the basis of merit and ability to do the job for which they have applied. PRE-EMPLOYMENT CHECKS Your employment will have been subject to you providing evidence of your right to work in the UK and may have been subject to satisfactory references. If this evidence is not supplied or if the evidence you supply expires (such as a temporary visa), you will be legally required to supply updated copies. You may be suspended without pay and may be dismissed if you cannot supply the necessary evidence. It is therefore of the utmost importance to ensure you keep us up to date.

PROBATIONARY PERIOD

The probationary period is set at 3 months unless otherwise notified. The probationary period is the initial period of your time with us when we and you assess the suitability of our relationship.

Your manager will monitor and regularly assess your performance, discussing any assessments with you. This review will cover any training you are receiving, your conduct, attitude and standard of work performance.

If your manager has any concerns whatsoever the appropriate corrective action will be discussed with you, which may include further training, retraining, redirection and/or an extension of your probationary period or termination of your employment.

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FIRST 24 MONTHS OF EMPLOYMENT

The first 24 months of employment is a period during which the Government has decided that an employee is excluded from certain rights that derive from the Employment Rights Act 1996.

The company can therefore decide, at its sole discretion, whether to address concerns about an employee’s conduct or performance by using the normal disciplinary and dismissal procedure or the employment review procedure. If we have concerns about your performance you will receive an invitation to an employment review meeting to discuss this further.

The company reserves the right to make changes to the job title/job description and duties to be undertaken by the jobholder from time to time.

You may be required to carry out other duties considered within your skill and competence when necessary or required to assist the smooth running of the business.

TIME KEEPING

Your basic hours of work are as detailed in your contract of employment. We will expect you to be co-operative in working outside of your hours as may be necessary from time-to-time to cope with varying situations and workloads.

We expect everyone to have a responsible attitude towards time keeping and be ready to start work at the commencement of the normal working day. Persistent lateness could lead to disciplinary action.

PLACE OF WORK The company Tratos (UK) Ltd is registered in England & Wales under number 01524815 registered at Tratos, Randles Road, Knowsley Business Park, Prescott Merseyside L349HX. You will be notified under seperate cover if the location is different from the registered office. REMUNERATION Your salary is as detailed in your letter of appointment as revised from time to time. You are paid on the basis of a week of 5 days Monday to Friday. Payments for individual days are pro rata for any part thereof. This also applies to any days agreed as holidays. You will be paid monthly in arrears by BACS on the last Friday of the month.

If you have any specific queries about your pay these should be raised with your manager.

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OVERTIME Additional hours may be necessary from time to time and we all will be expected to co-operate when requested to undertake it. Overtime is calculated after an employee has completed his or her normal working hours and will be paid at the current basic hourly rate, unless notified otherwise. HOLIDAYS The holiday year runs from 1st January to 31st December. Unless otherwise notified, your full annual entitlement is 28 days inclusive of bank holidays. Part-time employees are entitled to annual leave on a pro-rata basis. Holiday entitlement may not be carried forward to the next year. All holidays must be arranged at times to be agreed with the company. No more than 2 weeks holiday entitlement may be taken at any one time except in exceptional circumstances. At the beginning of each holiday year all bank holidays and any Christmas closure between Christmas and New Year will be pre-booked, along with the summer shutdown if applicable. THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

On termination of employment your holiday entitlement will be calculated to the nearest full month worked. If you have already taken holidays which have not been worked for, any excess holiday paid for will be deducted from the final salary.

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SICKNESS/ INJURY ABSENCE AND PAY If you are absent from work because of illness you are not entitled to receive pay. The company operates the Statutory Sick Pay (SSP) scheme during any unavoidable absence. There is no additional contractual sick pay. Provided you follow the notification and certification procedure for SSP you will receive £88.45 per week (£17.69 per day) after the first 3 qualifying days. Please note qualifying days are unpaid. If you are unable to attend work for any reason whatsoever you must call 03333 44 0813 prior to the start of your shift on the first day of absence to let us know the reason for your absence. You will be expected to notify the date when you hope to return to work. If you are unable to speak directly to Absence Assist then a mobile or valid telephone number should be left so that a call back can be made later that morning. If you are late in notifying us of a sickness absence, or fail to notify the company at all, you may lose all or part of your sick pay. In addition, this may render you subject to disciplinary action. Unauthorised absence will not be paid. If you are absent through sickness for longer than one day you will receive call backs to ascertain further information regarding your condition and expected date of return. EVIDENCE OF INCAPACITY FOR WORK Doctors’ certificates are no longer issued for short-term illness. If you are ill for seven days or less you should report to your manager on your return and explain in full the reasons for your absence. You will be required to complete a self-certification form. THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

If sickness absence continues for eight days or more you should obtain a medical certificate or fit note from your doctor and forward it without delay to the company. Further certificates should be submitted for as long as the illness lasts.

You are required to maintain regular weekly telephone contact with Absence Assist to give information regarding your state of health, treatment plan and anticipated return. This is in addition to the timely submission of medical certificates for sick pay purposes as required above.

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The company reserves the right to request medical or occupational health evidence or a medical examination with the company’s appointed doctor or occupational health professional in the event we deem it to be necessary.

This may be a requirement where there is concern about the nature and duration or frequency of your illness and the implications for the business and your capability to perform your job.

Where you are absent from work because of an injury caused by a third party any sick pay paid to you by way of a loan must be repaid from the damages you recover from the third party, where such damages are paid by order of any court or compromise or settlement of the action. ABSENTEEISM Absence for any reasons other than authorised holiday leave (with or without pay) or genuine sickness absence will be treated as unauthorised absence by the company and may result in disciplinary action and non-payment of salary for the period of unauthorised absence, except in exceptional circumstances and with the authorisation of a director. Absence due to force majeure, act of God and other reasons beyond the control of either employer or employee. In the event that you are unable to attend work as the result of something beyond the control of either the employee or the employer e.g. adverse weather conditions, transport strike, car breakdown, terrorist event etc. Such absence is not authorised and is unpaid. At the employer’s discretion the time may be taken as annual leave or unpaid leave. Appointments for visiting the hospital, doctor or dentist should be made outside of working hours, as far as possible. Where an appointment can only be made within working hours, permission in advance must be obtained from your manager who will require you to take a half day holiday from your annual entitlement.

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BRADFORD FACTOR Whilst we appreciate at times you will not be able to attend work, absence can be disruptive and costly to us therefore, as a result of high levels of absence in certain areas, we introduced a system for the monitoring and control of absence called the Bradford Factor.

This is a transparent and fair means of dealing with frequent incidents of absence. It is calculated by taking the number of incidents, squaring that number and then multiplying it by the total number of days absent.

The formula is:

Incidents of absence (S) x incidents of absence (S) x total number of days absent (D).

This system gives more weight to frequency of absence than to the total number of days of absence. The system works on a rolling 52 week period as follows:

The formula S x S x D is used to calculate the absence points for an employee.

Linking this system to the disciplinary procedure, the first stage will always be counselling to explain the system again if necessary. Subsequent incidents will be followed by a verbal warning, first written warning, final written warning, and ultimately dismissal.

It is possible to enter the disciplinary procedure at any level depending on the extent of absence. The procedure will be:

Counselling/ explanation of the system for first incident of absence.

50 – 124 points

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verbal warning

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first written warning

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final written warning

650 and over

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termination of contract

As this is not intended to penalise genuine sickness absence, exceptional circumstances will allow for disability related absence not to be counted. These must be agreed with the managing director in order to be excluded.

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FAMILY FRIENDLY POLICIES

MATERNITY/PATERNITY

Congratulations…. if you are pregnant you have the right to time off with pay for antenatal care. This includes appointments with the GP or hospital and parent craft classes. You should produce a card from the hospital or clinic confirming the appointment to your manager at least 48 hours in advance so this can be registered. There will be a period of maternity leave for up to 52 weeks and certain provisions concerning payment for time off and returning to work, which the company will discuss with you. Antenatal Care You are entitled to paid time off to keep appointments for antenatal care on the advice of a midwife. Appointments should be made outside normal working hours whenever possible. You may be asked to provide evidence of your antenatal care appointments. Annual Leave You are encouraged to use up your pro-rata leave entitlement (earned up to your maternity leave) prior to going on maternity leave. You will be expected to take outstanding leave in the current leave year when you return to work. Starting Maternity Leave You can choose to start your maternity leave and maternity pay period at any time, provided it is not before the 11th week before the expected week of birth. Notification Requirements You are required to inform your manager of your intention to take maternity leave before the 15th week before the expected week of birth. You can change your mind about the date on which you want your leave to start, providing you inform the company at least 28 days in advance (unless this is not reasonably practicable). Failure to follow the procedures set out below may disentitle you to the right to maternity pay and leave. Statutory Maternity Leave Regardless of your length of service, you will be entitled to 26 weeks’ Ordinary Maternity Leave (OML) and 26 weeks’ Additional Maternity Leave (AML) Keeping in Touch Days Employees and their managers can mutually agree up to 10 ‘keeping in touch’ days during a period of maternity or adoption leave. During these days, an employee may attend work, undertake training or keep in touch with work developments through other means without bringing the period of maternity or adoption leave to an end. Either the manager or the employee can suggest the use of this option but it must be agreed by a senior manager. There is no right to be paid for work undertaken on keeping in touch days over and above SMP unless the company agrees to pay you additional pay for such work. The company may offer time off in lieu if this is a preferred option for the employee. Sickness Trigger Your maternity leave will start automatically if you are absent from work for a pregnancy-related illness during the four weeks before the start of your estimated week of birth.

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Statutory Maternity Pay To qualify for SMP you need to:

• Be employed in the 15th week before the baby is due, and • Have 26 weeks’ continuous service at the 15th week, and • Have average earnings of not less than the lower earnings limit, and • Stop work because of pregnancy

Paternity The right to paternity leave is set out in the Children and Families Act 2014. This right applies to certain employees and agency workers who are in a qualifying relationship with a pregnant woman. They have the statutory right to take time off to attend TWO antenatal appointments lasting no more than 6 ½ hours. This right applies from day one of employment i.e. no continuous period of employment is required. Return to Work If you only take OML you are entitled to return to the same job. If you take OML and AML or additional maternity leave with a period of parental leave of more than four weeks and it is not practicable for you to return to the same job, you will be offered a suitable alternative position on no less favourable terms and conditions. If you are unable to return to work for medical reasons, you should submit a medical certificate. You will transfer from maternity leave to sick leave. If you simply fail to return to work this will be classed as unauthorised absence and may lead to disciplinary action. For the first 6 weeks it will be paid at a rate of 90% of average weekly earnings. For the remaining 33 weeks it will be paid at the statutory minimum rate (please refer to your manager). Early Return It will be assumed that you will return to work at the end of your maternity leave period. If you want to return to work before this date you must give the company at least 8 weeks’ notice. If you fail to provide this notice the company can postpone the date of your return until the end of an 8 week notice period or the end of your maternity leave, whichever date is sooner. Terms and Conditions during Leave During OML your contract of employment continues in force. All terms and conditions continue with the exception of wages/ salary. You will continue to benefit from all the normal terms and conditions of your contract of employment with the exception of pay during the period of AML.

A qualifying relationship for the purposes of this statutory right includes:

- A pregnant woman’s husband, partner or civil partner (if she is in a same-sex relationship) - The father of the child - The parent of the child; and - Intended parents in a surrogacy situation who meet specified conditions

Note – it is possible that a woman’s partner may qualify for time off even if he is not the child’s natural father.

Paternity leave is currently two weeks paid at the current rate of SMP. Paternity leave may either be one week or two consecutive weeks. The period within which the leave can be taken runs from the day the baby is born, up to 56 days thereafter or, if later, 56 days after the first day of the EWC. There are strict conditions with regards to the notice you must give, therefore you are advised to contact your manager as soon as reasonably practicable in order to make such a request. Failure to notify the company by the end of the fifteenth week before the EWC may result in the loss of this right.

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SHARED PARENTAL LEAVE AND PAY Employed mothers will continue to be entitled to 52 weeks of maternity leave and 39 weeks of statutory maternity pay or maternity allowance. If you choose to do so, an eligible mother can end maternity leave early and, with her partner or the child’s father, opt for shared parental leave instead of maternity leave. If you both meet the qualifying requirements you will need to decide how you want to divide the shared parental leave and pay entitlement.

Paid paternity leave of two weeks will continue to be available to fathers and a mother’s or adopter’s partner. Adopters will have the same rights as other parents to shared parental leave and pay.

Shared parental leave will enable eligible mothers, fathers, partners and adopters to choose how to share time off work after their child is born or placed for adoption. This could mean that the mother or adopter shares some of the leave with her partner, perhaps returning to work for part of the time and then resuming leave at a later date. It is designed to give you more flexibility in how to share the care of your child in the first year following birth or adoption. Parents will be able to share a pot of leave and can decide to be off work at the same time and/or take it in turns to have periods of leave to look after the child.

ADOPTION LEAVE

The company wants to inform you of your entitlement of adoption rights so as to ensure that you are well aware of all your rights, take away this worry and allow you to focus on the well-being of yourself and your new family.

You should notify us as soon as possible after you are aware of your adoption match so that our requirements may be considered, and you are made fully aware of the procedures you should follow to obtain the benefits provided.

Adoption leave can begin from the actual date of the child’s placement or from a fixed date which can be up to 14 days before the expected date for placement.

You are required to inform your manager of your intention to take adoption leave no later than 7 days after being notified of having been matched with the child. You can change your mind about the date on which you want your leave to start providing you inform the company at least 28 days in advance (unless this is not reasonably practicable). Failure to follow procedures may affect your right to adoption pay and leave.

In order to be entitled to adoption leave, you must have been continuously employed with the company for at least 26 weeks ending with the week in which you are notified of being matched with a child.

Confirmation of the placement should also be made from the agency to us, confirming the expected date of placement.

Together we can mutually agree up to 10 keeping in touch days during a period of adoption leave.

During these days you may attend work, undertake training or keep in touch with work developments through other means without bringing the period of adoption leave to an end. Either your manager or you can suggest the use of this option but it must be agreed by the head of the department.

You will receive contractual pay for any work done during KIT days, however, this will be made up of SMP, which will then be increased to the rate of your full contractual pay with an additional top up payment.

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STATUTORY ADOPTION PAY (SAP)

To qualify for SAP you need to: • Be continuously employed for at least 26 weeks ending with the week in which you are notified of being matched with a child • Have notified the agency that you agree to the child being placed with you on the expected date • Have average earnings of not less than the lower earnings limit Statutory Adoption Pay (SAP) runs for a maximum of 39 weeks. For the first 6 weeks it will be paid at a rate of 90% of average weekly earnings. For the remaining 33 weeks it will be paid at the statutory minimum rate (please refer to your manager for further details) or lower if you earn less than this – we will inform you of your specific entitlements. It will be assumed that you will return to work at the end of your adoption leave (52 weeks). If you want to return to work before this date then you must give the company 8 weeks notice. If you fail to provide this notice the company can postpone the date of your return until the end of an 8 week period or the end of your adoption leave, whichever date is sooner. During adoption leave your contract of employment remains in force. All terms and conditions continue with the exceptions of wages, salary and other remuneration. You will continue to benefit from all the normal terms and conditions of your contract of employment with the exception of pay during additional adoption leave including pensions, health-care and car, if applicable.

You are entitled to return to work following ordinary adoption leave to the same position you held before commencing leave.

You are entitled to return to work following additional adoption leave to the same position you held before commencing leave unless this is not reasonably practical, in which case it will be a return to the most suitable employment.

Eight weeks notice of your intention to return is required unless you intend to take the full 52 weeks of ordinary and additional leave, in which case no notice is required and you will be expected to return when the leave ends.

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PARENTAL LEAVE Upon completion of a qualification period of one year, parents of children can take up to 18 weeks parental leave per child, up to their child’s 18th birthday. Parental leave will not be paid. Requests for leave must be made at least 21 days in advance and will only be granted if the needs of the business permit. Leave can only be taken in blocks of one week at a time, up to a maximum of four weeks per year. Part time staff are entitled to leave on a pro-rata basis. FAMILY EMERGENCIES Employees will be able to take unpaid leave to deal with immediate family emergencies. The time off to care for dependants allows for time off to deal with incidents such as sudden illness, death of or birth by a dependant, unexpected breakdown of care for a dependant, the making of longer term arrangements for a dependant who is ill or injured, or an unexpected incident involving the employee’s child during school hours or a school trip. No qualification period is required. FLEXIBLE WORKING We understand the need to strike a work-life balance due to responsibilities you may have at home. We understand that often it is extremely stressful trying to juggle all of these commitments and therefore this policy is designed to ensure you are aware of your full legal rights to help you find this work-life balance. Employees have the statutory right to make a request to adopt flexible working arrangements, subject to being continuously employed for at least 26 weeks at the time of making the request and having not made another application to work flexibly in the past 12 months. The request needs to be made in writing to your manager. HEALTH AND SAFETY AT WORK We all have a statutory duty to observe all health and safety rules and to take all reasonable care to promote health and safety at work. You are required to comply with the company’s health and safety rules and with all rules laid down by the Health and Safety at Work Act, the Workplace (Health, Safety and Welfare) Regulations 1992 and other European legislation together with all regulation made under them, or under any other industrial safety statutes. Failure to comply with such rules may lead to dismissal. Tratos places paramount importance on health and safety and the welfare of all employees at work. Every employee is further required to take such steps as are reasonably practicable to ensure the health and safety of him/her and others affected by his/ her work. You must make use of all protective clothing and equipment if it is provided for you and you must co-operate with the management in all respects for the full implementation of the health and safety policy. Wilful breaches of the health and safety policy will be dealt with through the disciplinary procedure.

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ACCIDENTS

The company is required to maintain a register of accidents, whether major or minor.

In the event of an accident on the premises you should report the accident to your manager and it will be noted in the accident book. You should also familiarise yourself with the location and contents of the nearest first aid box.

If you are involved in an accident whilst on company business you must comply with any statutory requirement in force at the place and time of the accident, and report the facts to the company/venue you are attending and your line manager immediately.

FIRE PRECAUTIONS Your attention is drawn to the fire regulations posted in the company’s premises and you should acquaint yourself with the fire evacuation procedure. The fire alarm is tested weekly. In the event of an evacuation follow the instructions of the fire wardens.

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SMOKING ( INCLUDING E-CIGARETTES) Smoking is not permitted in any areas of the company’s buildings. If you are found smoking on company premises (or outside of designated areas where appropriate) you will be subject to disciplinary action which may result in your employment being terminated without notice or payment in lieu. If an employee is excluded from any of our customer’s sites for smoking, such an act will be considered to have taken place on the company’s premises and the employee will be subject to disciplinary action, the same as if the smoking had taken place at the company’s premises. If you fail to dispose of your cigarettes in the appropriate bins provided, you will be subject to disciplinary action for littering the company premises. ALCOHOL, DRUGS AND SOLVENT ABUSE Drugs and alcohol can have a severe impact on you and your colleagues. We need to ensure that you are working in a healthy and safe environment, free from the risks caused by drugs and alcohol as we feel this is a fundamental right of your employment. Drugs and alcohol impact on awareness, cohesion, reaction times and decision making. The work you do may or may not be potentially dangerous BUT you can cause serious injury to yourself, colleagues and third parties if you conduct your daily routine with alcohol or drugs in your system, even where you may feel that you are unaffected. Drug misuse is defined as any controlled drug under the Misuse of Drugs Act 1971 that is not possessed or used under the terms of a prescription and under advice from a doctor, and the misuse of any drug obtained over the counter at a pharmacy, general retail medication or the use of any intoxicating substance that includes legal highs and novel psychoactive substances.

DRUG MISUSE OR ABUSE AND MEDICATION ON THE PREMISES

If you misuse drugs during working hours or on our premises, in our vehicles or on the premises of our clients you will be committing an act of gross misconduct and will thus render yourself likely to be summarily dismissed.

The same will apply if it is believed you are in possession of, buying or selling any illegal drugs during working hours or on our premises, in our vehicles or on the premises of our clients.

If you are taking medication, whether prescribed or over-the-counter, you must ensure that you read the instructions and notify your manager if there are any potential side-effects. You must also exercise your own judgment in the way you are feeling and if you believe that the medication will, or is, having any effect on your work or fitness for work or to drive, in any way whatsoever.

We reserve the right to alter your tasks, role or duties whilst taking such medications. We also reserve the right to deny you access to company vehicles or require you to carry your prescription at all times whilst using such medications.

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INTOXICATED EMPLOYEES

If alcohol or drugs intoxicate you during working hours or on our premises, in our vehicles or on the premises of our clients, except where authorised, arrangements will be made for you to be escorted from the premises immediately and you may be requested to undertake a test for drugs, alcohol or both at the request of a manager. By intoxicate we mean any drug that is found in your urine above the European Workplace Drug Testing Guidelines, alcohol in your breath above 35 micrograms or drug levels reported as positive from any UKAS accredited laboratory in any sample test. For absolute clarity, by intoxicate we mean the levels in your sample. In no way does this relate to your mental state or the influence alcohol or drugs are having on you.

Disciplinary action will take place when the employee has had time to become sober or recover from the effects of drugs.

Where you are found to be intoxicated as per the definition above, you will be immediately suspended from work. You will be escorted from the premises and your emergency contacts will be notified so that they can arrange for you to return home. This kind of behaviour will normally be treated as gross misconduct and is likely to result in dismissal.

TESTING

We reserve the right to require you to submit to a sample test at any time. Sample tests will include (but are not limited to) blood, urine, breath or saliva tests. Failure to adhere to this requirement will be considered a wilful refusal to follow a managerial instruction and adverse inferences may be drawn on your state of intoxication. Testing will occur in one of the following situations:

1. Random Testing Random testing will take place at our convenience and you may or may not be selected for testing. If you are selected, you will be expected to comply with this and we consider your co-operation a reasonable managerial instruction. Random testing may be conducted on site for the presence of drugs or may consist of a sample being taken in line with the chain of custody conditions and sent to an accredited laboratory for analysis. The results of the drugs test may not immediately be known on the day. 2. Reasonable Suspicion Testing We reserve the right to request that you comply with reasonable suspicion testing. This is where a manager believes that you may be intoxicated as per the definition above. We believe that such a request is a reasonable managerial instruction. We may request that you submit to reasonable suspicion testing when we feel you are intoxicated and are present at our sites, the sites of our clients or engaged in activities in any other location for the purposes of your employment with us. You may also be requested to submit to reasonable suspicion testing at the request of our clients or third parties e.g. the Health and Safety Executive.

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3. Follow-Up Testing Follow-up testing will be used in instances where the employee approaches in confidence and explains that they have a drug or alcohol problem or where an employee has a positive test and in the circumstances is not dismissed. You may be asked to undertake regular or ad hoc, frequent or infrequent testing. You may also be requested to participate in counselling, whether provided by your employer or not. These requests are considered a reasonable management instruction. Further positive tests or a wilful refusal to engage with the testing or counselling will be handled in accordance with the company’s disciplinary procedure and may result in dismissal for gross misconduct. You have the right to have any B sample tested, where such a sample is taken. If you wish to exercise this right, we will not be obliged to facilitate or fund any such testing and you will be expected to do this yourself. In the event of an overturned test, we will balance all the available evidence without specific reliance on either test. You are encouraged not to cover up for employees with a drink or drug problem but to recognise that collusion represents a false sense of loyalty and will, in the longer term, damage those employees. If you recognise that you have a drink or drug problem, or that you are at risk of developing one, you are encouraged to come forward for confidential help. You should speak in confidence with your manager, or secure the help of a colleague in this respect. REPRESENTING THE COMPANY You are not permitted to represent yourself as an authorised agent for the company except in the course of the proper performance of your duties or where authorised to do so. When your employment ceases you must not hold yourself out in any business context as being an employee of this company. Should there be any misrepresentation or intention to deceive in this respect or any attempt to interfere with existing business relations between this company and its existing or potential customers, suppliers or agents then the company may take proceedings against you to prevent any recurrence, and to recover any losses incurred as a result. All reasonable steps will be taken to assist where we can.

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OTHER EMPLOYMENT AND PRIVATE TRADING It is expected that you will devote your whole time and attention to this company during your working times. Therefore you must not take on other employment or work outside working hours without first asking your manager and obtaining his or her written permission. THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

Permission will not be unreasonably refused but if we are not happy about the other employment or business activity we may ask you to choose between working for us and continuing with your other activities.

Some examples of when permission would normally be refused are where the outside work damages or interferes with your own capacity, capability or credibility in doing your work for us, affects the performance of your duties, exposes you to a conflict of interest or where there could be damage to the company’s interests or reputation.

You must not:

Set up in business (either alone or with others) which competes with any aspect of our business Or Do any work of any nature in any capacity for any of our competitors

Private trading on the company’s premises is strictly forbidden. The company considers such an act as gross misconduct.

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THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

CONFIDENTIAL INFORMATION You must not, whether during your employment with the company or after the end of it, whether you resign or are dismissed by the company, unless expressly authorised in writing by your manager, disclose to any unauthorised person or use any confidential information relating to the business affairs or trade secrets of the company.

This includes any detail about the company’s products, technical data, any matter relating to the company or its business, customers and employees, potential or past and all details relating to information on the company’s data base.

During the course of your employment you may have access to, gain knowledge of or be entrusted with information of a confidential nature. This shall include, but is not limited to:

(i) The identity, address or telephone number of any customer of the company (ii) The contact name within a customer (iii) Any list or lists of the company’s customers whether in written or printed form or held in an electronic medium (iv) Details of the services or products supplied to or ordered by any customers of the company (v) The price at which the company supplies its products to its customers (vi) Any discount or remainder price which the company may from time to time offer to its customers for all or any of the products it provides (vii) Details concerning the organisation of the business of the company or any part of it (viii) The identity, name, address, telephone number or other personal details of the company’s work force or any employees engaged in its operations or any list of the same You expressly agree that you shall not, either during the course of your employment or at any time after termination, make use of for your own or another person’s benefit, or divulge to a person not authorised by the company to receive it any confidential information as described or referred to above concerning the company’s business which may have been disclosed to or have otherwise come into your possession during the course of your employment. If such disclosure or misuse of information occurs during the course of your employment the company will treat such conduct as gross misconduct and reserves the right to terminate your employment without notice or payment in lieu. Such misconduct is described in the company’s disciplinary procedure, which forms part of the contract of employment. Should disclosure occur after employment has ceased then civil action will be taken to recover damages.

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SECURITY You will be required to ensure that all documents, papers, correspondence, customer lists, price lists and other papers including private notes concerning the company are kept secure at all times and, if not held at the company’s premises, are carefully locked away at night and that all security procedures are properly maintained at all times. You are not expected to take any papers or documents belonging to the company home with you when you leave at the end of the day, except where this is strictly necessary for the proper performance of your duties. Any unauthorised conduct in this respect which causes loss or damage to the company or to any customer past, present or future will be regarded as serious misconduct from which you may be dismissed, should the circumstances warrant this. In the interests of the company and its employees, the company reserves the right to carry out random searches of employee’s personal belongings in order to ensure that none of the company’s products or property is being taken from the premises illegally. THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

PATENTS, COPYRIGHTS AND DESIGNS

Any invention or any design created by any employee during the course of his or her employment, or in the course of duties specifically assigned to him or her belongs to the company.

GRATUITIES

Employees are forbidden to accept gratuities, gifts, loans or other benefits from the company’s customers or suppliers without the express written permission of their production manager.

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THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

NON-SOLICITATION One of the most valuable assets of the company is the contact that you may have and the relationship that you may be encouraged to build up with the company’s customers. You acknowledge that this contact and the relationship is capable of being misused unfairly against the company if, after you have left the company’s employment, it is exploited for your own benefit, or that of another person in competition against the company. For this reason you hereby agree that you will not during your employment with the company or any associated or subsidiary companies, or for a period of six months following the termination of your employment, in respect of any aspect of the business which the company undertakes, solicit or attempt to solicit the custom of, or sell, or deliver to or accept work for private gain and/or for any third party, from any private individual, firm or company or otherwise deal with any person who at the date of termination of your contract is a customer or potential customer of the company to whom you have personally sold and/or delivered the company’s products on behalf of the company, or whom you had introduced to the company, or approached on behalf of the company, or with whom you had any business dealings or knowledge in the six month period immediately prior to the date of termination of your contract. After your employment has ceased (whether by your resignation or termination by the company), you also agree that you will not contact, deal with or attempt to solicit custom from any customer of the company with whom you had any business dealings in the six months prior to the termination of your contract. You will not attempt to interfere with the existing business relations between any customers or employees and the company, nor provide (whether directly or indirectly) your assistance to any other person so as to enable or facilitate that other person to solicit the custom of, or sell and/or deliver the company’s products and equipment on behalf of the company to any customer of the company. You are strictly forbidden from making any contact whether formal or informal, written or oral to any of the company’s past, current or prospective suppliers or customers for any purpose other than for the legitimate business interests of this company. Such a purpose might include, but is not limited to, an intention to set up a competing business or work for a rival after leaving this company. Any breach of this clause may render you liable to serious disciplinary action, which will result in summary dismissal if the circumstances warrant it. Provided the above are considered by the parties to be reasonable in all the circumstances as at the date hereof, it is hereby agreed and declared that if any one or more of such restrictions shall be judged to be void as going beyond what is reasonable in all the circumstances for the protection of the interests of the company but would be valid if words were deleted therefrom or the period thereof reduced, or the range of activities or area covered thereby reduced in scope, the said restriction shall be deemed to apply with such modifications or restriction found in any event to be void, shall not thereby affect the validity of any other restriction contained therein.

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PROPERTY TO BE RETURNED ON TERMINATION You are required to deliver to the company before the end of your employment or immediately after should your employment terminate without notice, all papers, documents, keys, mobile phones, swipe cards, P.P.E and all property belonging to the company. SHORTAGE OF WORK/LAY OFFS If there is a shortage of work for whatever reason the company will endeavour to maintain continuity of employment wherever possible by placing you on short term leave without pay. In such circumstances as much advance notice as can reasonably be given will be, if in the company’s opinion it becomes necessary to do so. PENSIONS The company operates an auto-enrollment pension scheme with People’s Pension in compliance with the current legislation. You will be automatically enrolled if appropiate and given the opportunity to opt out at a later date. If you require further information please contact your manager. THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

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THE TRATOS (UK) LTD HANDBOOK “CABLES FOR A MOVING WORLD”

DRESS & APPEARANCE It is important that the company should maintain a professional image to customers and other members of the public. Although it is acknowledged that many members of staff are not seen by the public whilst carrying out their duties, there are times when they will be noticed, for instance, in the entrance foyer and at enquiry points. Consequently it is essential that you maintain a smart and neat appearance, wearing appropiate company clothing where supplied and P.P.E.

There is no objection to the wearing of jewellery but it should not cause danger or be detrimental to the overall appearance.

If you have any queries relating to the advice set out above, you should raise the matter in the first instance with your manager.

CCTV CCTV is installed on company premises for the health and safety and security of our employees and visitors. This is only in communal areas and not private spaces such as toilets. Employers are permitted to monitor workers in so far as is necessary for security reasons. Whilst we accept that Tratos employees are compliant with health and safety there are times when incidents and accidents occur, in which case CCTV footage is essential to assist with investigation.

TELEPHONE, COMPUTER SECURITY, INTERNET & E-MAIL ACCESS & MISUSE

All employees must ensure passwords and security passes remain secure and private. Each employee is responsible for reporting any breach of telephone or computer security, no matter how trivial. The information held on computers must be correct so that it can be relied upon by the company and its customers. Any release or use of information must be authorised by a senior manager or director and must be with the agreement of the person responsible for the data. You are restricted to ensuring use of telephones and computers are for the proper performance of your duties only. Access to the internet or e-mail facilities must only be used with the direct authority of management or a director and be for the performance of your duties only. If you are found to be in breach of company telephone or computer policy you will be subject to the company’s disciplinary procedure, which could result in dismissal.

You must not install software on the company’s computer systems without the authority of management or a director, and it must only then be installed once the software has been checked and protected against computer viruses.

MOBILE PHONES The company prohibits the use of private mobile phones therefore mobile phones are prohibited on the shop floor during working hours. Breaches will result in disciplinary action. In an emergency or in the event you need to be contacted please use the company telephone number 0151 548 3888 and you will be notified of any incoming calls.

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