Return to flip book view

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Employee Handbook January 2021

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer INDEX – JANUARY 2021 PAGE REVISED SECTION 1: WELCOME AND INTRODUCTION Welcome to Lovejoys 1.1 JAN 2021 Introducing our Management Team 1.1 JAN 2021 Welcome to the team 1.2 JAN 2021 Our Purpose and Aims 1.2 JAN 2021 How to use this handbook 1.2 JAN 2021 SECTION 2: TERMS AND CONDITIONS Commencement of Employment 2.1 JAN 2021 General Data Protection Regulation (GDPR) Privacy 2.1 JAN 2021 Change in Details 2.2 JAN 2021 Trial Period 2.2 JAN 2021 Pay 2.2 JAN 2021 Working Hours 2.3 JAN 2021 Holiday 2.4 JAN 2021 Attendance and Sickness 2.5 JAN 2021 Confidentiality of Company Information 2.6 JAN 2021 Internal Communications 2.6 JAN 2021 Alcohol 2.6 JAN 2021 Leaving Lovejoys 2.7 JAN 2021 JAN 2021 SECTION 3: EMPLOYEE BENEFITS Pension Scheme and Health Cover 3.1 JAN 2021 Staff Purchase 3.1 JAN 2021 JAN 2021 SECTION 4: GENERAL INFORMATION Dress and Appearance 4.1 JAN 2021 Smoking and E-Cigarettes 4.1 JAN 2021 Employee Conduct 4.2 JAN 2021 Social Media 4.2 JAN 2021 Training 4.2 JAN 2021 Equality 4.3 JAN 2021 Special Leave – Compassionate 4.4 JAN 2021 Jury Service 4.4 JAN 2021

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Company Property 4.4 JAN 2021 Personal Property 4.4 JAN 2021 Parking of staff vehicles 4.4 JAN 2021 Performance Appraisals 4.4 JAN 2021 Personal Mobile Phones 4.5 JAN 2021 JAN 2021 SECTION 5: HEALTH AND SAFETY Health and Safety Policy 5.1 JAN 2021 Employee Responsibilities 5.1 JAN 2021 Risk Assessments 5.1 JAN 2021 Training and Supervision 5.1 JAN 2021 Welfare 5.1 JAN 2021 Hazardous Substances (COSHH) 5.2 JAN 2021 First Aid 5.2 JAN 2021 Accident Reporting 5.2 JAN 2021 Emergency Procedures 5.2 JAN 2021 Personal Protective Equipment (PPE) 5.2 JAN 2021 Manual Handling 5.2 JAN 2021 Display Screen Equipment 5.2 JAN 2021 JAN 2021 SECTION 6: ACKNOWLEDGEMENT 6.1 JAN 2021

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer SECTION ONE WELCOME AND INTRODUCTION 1.1 WELCOME TO LOVEJOYS WHOLESALE You have joined a family run company that has been successful since 1995. We have been involved in the fresh produce trade for five generations, previously market gardeners and retailers, and now wholesale. We are specialist in sourcing and supplying fresh, local produce, larder products and other ingredients. Being customer led, we will go out of our way to get that certain product or an emergency delivery to the customer. Their complete satisfaction is of paramount importance to us along with job satisfaction for all of our employees. We pride ourselves on having a superb team of people working with us who have their own unique skills, yet all share excellent product knowledge. INTRODUCING OUR MANAGEMENT TEAM MANAGEMENT TEAM Director George Mortimer Director Ben Mortimer Director Tracy Hillier Director Ed Bell Director Neil Mortimer Director Tina Mortimer Neil, founder of Lovejoys has spent his career dedicated to the fresh food industry. After training in the Vale of Evesham, he became the grower for 250 acres of land in the village of Bromham in Wiltshire, where he acquired his unique expertise and knowledge of the trade. He is now a committed wholesaler of 20 years and is as passionate about the industry today as he has always been, supporting local and English growers. 1.2 SECTION ONE WELCOME AND INTRODUCTION WELCOME TO THE TEAM Welcome! I’m sure you will find us a friendly bunch to work with. Our people are one of our most valued assets. We recognise that everyone of us plays a vital part in achieving our aims and objectives. We seek to provide an environment of empowerment where each of us can develop to our full potential.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer OUR PURPOSE AND AIMS Our aim is to provide an excellent, high quality customer experience. We want to be there when our customers need us, especially when an emergency delivery is required. In order to achieve this, and complete freshness, we only supply products within 90 minutes from our base in West Wiltshire. HOW TO USE THIS HANDBOOK The Staff Handbook sets out important information relating to your employment with the Company. It contains all the general terms and conditions of employment as well as Company information and important practices. It isn’t however, intended to cover every situation or to explain everything about your employment. This handbook is non-contractual and as such, does not form part of your contract of employment. Your contractual terms and conditions of employment are contained within your offer of appointment letter and your Statement of Terms of Employment (contract). Should there be a conflict between the terms of this Staff Handbook and your Statement of Terms of Employment, the latter will prevail. Changes to the Handbook We reserve the right to vary the contents of this handbook from time to time and you will be notified of any changes. When updated, it will be displayed on the Employee Notice Board. You are responsible for keeping up-to-date with the Company’s policies and procedures. If at any time you have questions relating to your employment or to anything mentioned in this handbook, please ask for clarification from your Line Manager. I hope you will enjoy being part of our team. I wish you a long, happy and successful career with us. 2.1 SECTION TWO TERMS AND CONDITIONS COMMENCEMENT OF EMPLOYMENT The basic terms of your employment are set out in your offer letter and your Statement of Terms of Employment (Contract). This offer and the continuation of your employment are subject to the accuracy of any statement made by you at the time of your application and disclosure by you of all relevant information. Deliberate falsification of details in your job application may lead to your dismissal. References Any offer of employment is subject to the receipt of satisfactory references. References will normally be taken up after you have accepted our offer of employment. Unsatisfactory references may result in the offer of employment being withdrawn or immediate termination of employment if engagement has already taken place. GENERAL DATA PROTECTION REGULATIONS - PRIVACY NOTICE FOR EMPLOYEES Lovejoys Wholesale Ltd is aware of its obligations under the General Data Protection Regulation (GDPR) and is committed to processing your data securely and transparently. A privacy notice has been produced to set out, in line with GDPR, the types of data that are held on you as an employee of the Company. It also sets out how that information is used, how long it is kept for and other relevant information about your data.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Lovejoys Wholesale Ltd is the data controller, meaning that it determines the processes to be used when using your personal data. Date Protection Principles In relation to your personal data, the Company will: • process it fairly, lawfully and in a clear, transparent way • collect only for legitimate purposes that have been clearly explained to you • only use it in the way that you have been told about • ensure it is correct and up to date • keep your data for only as long as it is needed • process it in a way that ensures it will not be used for anything that you are not aware of or have consented to (as appropriate), lost, or destroyed Types of Data The Company holds many types of data about you, including: • your personal details including your name, address, date of birth, personal email address, phone numbers • start and end dates of your employment • gender • marital status • next of kin and their contact numbers • medical or health information including whether or not you have a disability • recruitment records: - your CV / Application Form, offer letters, interview notes, copies of qualification certificates, references, education and employment history • documentation relating to your right to work in the UK • driving licence • bank details • tax codes • national insurance number • professional accreditation • accidents / injuries and general health and safety records • current and previous job titles, job descriptions, pay grades, pension entitlement, and terms and conditions relating to your employment with the Company • letters of concern, formal warnings and other documentation with regard to any disciplinary proceedings, capability procedures, grievances etc. • internal performance information including appraisals, measurements against targets, and related documentation. • leave and absence records • criminal records • training details For full details, please refer to the Employee Privacy Notice displayed on the Notice Board. 2.2 CHANGE IN DETAILS It is important that you keep us up to date with any changes in your personal circumstances i.e: address/telephone number and next of kin details. Please ensure any changes are communicated to the HR department. TRIAL PERIOD

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer All new appointments are subject to the satisfactory completion of a six month trial period. During this trial period you will receive full training to help you become fully competent in the role. Your performance will be monitored and formally reviewed with you during and upon completion of the trial period. If at any time your performance or conduct falls below acceptable standards, the Company reserves the right to either extend your trial period under the same terms and conditions or to terminate your employment. PAY Details of your remuneration are set out in your offer of employment letter and your Statement of Terms of employment (Contract). You will be paid on the last working day of each month which will include your basic salary from the first to the last day of the month. Your payment will be made up of either: 1) Salaried staff will be paid 1/12th of annual salary or: 2) Hourly paid staff will include basic and anticipated basic hours for the month. Any adjustment to basic hours relating to the previous month will also be included. You will be issued with an electronic payslip which itemises all basic pay earned, and deductions made. You are advised to check that all payments made to you are correct. In the event of an overpayment being made, we reserve the right to deduct such overpayment from your salary. Any issues or queries should be directed to the finance department ASAP. It is essential that we receive a P45 from you to ensure that the right amount of tax is being deducted from your pay. If this is your first job or you do not have your P45 from your previous employer in time for your first payday, you will be asked to complete a HMRC New Starter Statement; this is also applicable to students working in school holidays or during term time. It is also essential that we have your national insurance number. If you do not know your national insurance number, you should go to your nearest DSS office with identification i.e. passport or birth certificate to request one. Tax queries are a personal matter between the tax office and yourself. We are unable to deal with tax issues on your behalf. If you do need to contact the tax office, you will need to have the following information to hand: Employer Reference 034/M1905 You will also need to quote your national insurance number. Contact details for HMRC: 0300 200 3300 2.3 SECTION TWO TERMS AND CONDITIONS

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer WORKING HOURS Hours of Work Your contracted hours of work are detailed in your offer letter and your Statement of Terms of Employment There may be times when you are required to work Saturdays, Sundays and Bank Holidays. In the event of a critical shortage of work, it may be necessary and wise to work short-time. If so, the provisions of the State Guarantee Payments Scheme will apply. This right is reserved even though we hope it never becomes necessary to use it. Rest Breaks All employees must take a break of at least 20 minutes if working for 6 hours or more in any one shift. Part time employees will be entitled to a rest period according to their working hours. You must have a minimum of 11 hours daily rest. Part Time Working There are no prescribed number of hours that should be worked on a part time basis. The number of hours worked is based around the requirements of the role and your availability to work. Time Keeping You are responsible for attending punctually for work in accordance with the hours defined within your offer letter or your Statement of Terms of Employment (Contract). You may not leave work prior to your normal finishing time without permission from your Line Manager. In the event of you requiring time away from work during the normal working period, you must report to your Line Manager upon leaving and returning to work. Persistent lateness will be considered as a breach of the conditions of employment and may result in disciplinary action. Lateness for work can result in wages being reduced accordingly. Night Working The Company defines night working as work which occurs between 12.00 midnight 06:00. 2.4 SECTION TWO TERMS AND CONDITIONS HOLIDAY The holiday year runs from 1 January to the 31 December in any one year. You are entitled to 5.6 weeks holiday per year which is made up of 20 days holiday and 8 Bank / Public holidays. • Holiday entitlements are calculated on a pro rata basis for part time staff. • On joining, holiday entitlement will be calculated in accordance with the number of months remaining in that particular holiday year.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer • You have a personal responsibility to plan and take your holiday in consultation with your manager. It is up to you to negotiate with your manager and colleagues to ensure a fair distribution of holiday periods, particularly at periods of high demand. • It will not be considered fair or reasonable for you to expect to routinely pre-book holiday for the same week/s each year. Some requests for holiday may not be approved, either for operational / organisational reasons or to ensure fairness in the allocation process. Booking of Holiday It is your responsibility to obtain management approval for holiday prior to making firm holiday commitments. Holiday requests will normally be considered on the basis of balancing operational demands against the needs of individuals. • You are encouraged to take a least one week of your entitlement during our quieter period which is normally January and February. • Holiday requests for December will only be granted in very exceptional circumstances. Holiday requests are submitted to your Manager with the relevant notice required as detailed below: • Requests for holiday should ideally be made 4 weeks in advance • No more than 11 working days (pro-rata for part-time) can be taken at any one time except in special cases where prior written permission has been obtained. Requests for unusual / critical holiday requirements should be made well in advance and in writing e.g. Honeymoon, a trip of a lifetime or a co-ordinated holiday with other family members or groups. Public Holidays The following bank / public holidays are recognised: • Good Friday – PLEASE NOTE: This is a normal working day for Lovejoys. • Easter Monday • May Day Holiday, • Spring One–Day Holiday • Summer One–Day Holiday • Christmas Day • Boxing Day • New Year’s Day Religious Holidays Employees who wish to observe religious holidays which do not coincide with Public Holidays in England and Wales are required to use their normal annual holiday entitlement or take unpaid leave. Every effort will be made to accommodate such requests, which will be refused only in exceptional circumstances. Please refer to the full Holiday and Leave Procedure which can be found in our Company Policies folder. 2.5 SECTION TWO TERMS AND CONDITIONS

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer ATTENDANCE AND SICKNESS It is important that all staff satisfy acceptable work attendance standards in order to meet the needs of the business. The Company accepts that, from time to time, you may be unwell, and it will be inappropriate for you to attend work because you cannot work effectively and/or you risk infecting your colleagues. All absence must be notified the evening prior to your schedule shift by 8:00pm each day by telephone call to your Line Manager. Please note that Text Messages, email notification or telephone calls to people other than the designated contact are NOT acceptable methods of communicating sickness absence. State Sickness Scheme The Company is responsible for paying, on behalf of the State, the sick pay entitlement to all eligible employees during the period in excess of three qualifying days and up to 28 weeks of a continuous or linked period of sickness. The qualifying days are Monday to Friday each week. Employees who are not entitled to the state scheme benefits because they have exceeded 28 weeks will be given a form SSP1. Short Appointments Short time ad hoc visits to GP’s, Dentists and Opticians will not be treated as paid absence. Where salary paid employees regularly work hours in excess of the hours required, the Manager may use their discretion to waive the requirement to make up the hours lost. Absence Due to Injury Payment will be made in the same way as for Sickness. If the injury occurs as a result of the work a person is doing for the Company, the Line Manager must be informed and an accident report completed. Prolonged Sickness Whenever a person is absent from work due to sickness for a single period in excess of 4 weeks, a welfare visit may be conducted. 2.6 SECTION TWO TERMS AND CONDITIONS CONFIDENTIALITY OF COMPANY INFORMATION You will not at any time during your employment with Lovejoys disclose to any person any information about the business, dealings, practice, accounts, finances, trading, know-how, or other affairs of the Company, of any of its customers or prospective customers, distributors, firms, or companies otherwise connected with Lovejoys. All information held about the Company is to be regarded as confidential. All notes, memoranda, records, and other documents acquired during your employment and in your possession are and shall remain the property of Lovejoys and shall be handed over by you upon termination of your employment. The work you will undertake on behalf of Lovejoys will require you to understand that telephone conversations, written correspondence and face to face meetings should be conducted in a responsible and confidential manner. You should understand that any breach of confidentiality would constitute a very serious disciplinary offence for which you may be

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer dismissed. Should you breach confidentiality after your employment has ended, we may take legal action against you. INTERNAL COMMUNICATIONS We employ various methods of communication to ensure our staff (whether desk or mobile based) are informed of relevant and accurate information in a timely manner. We will issue direct communications through short briefings, Email, texts and also post memo’s / notices on notice boards. We may also put notices on your payslips. It is each staff member’s responsibility to ensure they view these notice boards periodically to keep up to date with such communications. ALCOHOL POLICY Legal Obligations Lovejoys Wholesale have legal obligations under common law, The Health and Safety at Work Act 1974 and The Road Traffic Act 1998 to ensure as far as reasonably practicable the health, safety and welfare of its employees. The Road Traffic Act 1988 states that any person who, when driving or attempting to drive a motor vehicle on a road or other public place, is unfit to drive through drink shall be guilty of an offence. The Company can be prosecuted if they knowingly allow an employee to continue working while under the influence of alcohol and their behaviour places the employee themselves or others at risk. The Policy Purpose The Alcohol Policy is designed to meet our duty under law and to ensure that employees are aware of the risks associated with alcohol misuse and the consequences, including the legal consequences, of their actions. The inappropriate use of alcohol can damage the health and well-being of employees and have far-reaching effects on their personal and working lives. At work, alcohol misuse can result in reduced levels of attendance, sub-standard work performance and increased health and safety risks not only for the individual concerned but also for others. Furthermore, the effects of alcohol misuse are likely to be detrimental to the Company’s reputation and image, and its ability to deliver high-quality services. SUPPORT The Company will, where appropriate to do so, adopt a constructive and supportive approach when dealing with employees who may be experiencing alcohol dependency. Employees are strongly encouraged to approach their line manager or any other manager with whom the employee feels comfortable if they have concerns regarding their alcohol consumption. Any discussions of the nature of an employee’s alcohol problem and the record of any treatment will be strictly confidential unless the employee agrees otherwise. If an employee has an alcohol dependency problem which affects their conduct or performance at work, or that renders them incapable of driving, and refuses the opportunity to receive help, the matter will be referred for action under the Company’s disciplinary

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer procedure. Employees are expected to co-operate with any support and assistance provided by the Company to address an alcohol problem. PROHIBITION OF ALCOHOL IN THE WORKPLACE Employees who are required to drive Company vehicles on Company business must not drink alcohol during working hours. Private social drinking after normal working hours away from the Company premises is a personal matter and will only become a concern of the Company if the employee’s attendance, work performance or conduct at work deteriorates. Employees have a duty to moderate their consumption of alcohol when required to drive the following morning. Employees must report for work under the legal limit of alcohol. BREACHES OF POLICY Breaches of any of the above will be regarded as a disciplinary offence which may amount to gross misconduct and could result in the employee’s summary dismissal. Breaches of the policy, whether dependency-related or not, will be treated as a disciplinary matter. Examples would include: • deliberate disregard for personal safety and that of others associated with the use of alcohol • unacceptable behaviour in the workplace associated with the use of alcohol • failure to perform normal duties satisfactorily and safely as a result of consuming alcohol The Company may inform the police of any activity or behaviour over which there are concerns as to its legality. The Company reserves the right in any of these circumstances to arrange for the employee to be escorted from the Company’s premises immediately and sent home without pay for the rest of the day. TESTING On the grounds of protecting the health and safety of its employees and the general public, the Company reserves the right to carry out random alcohol breath tests on its employees. If the result yields 35 micrograms of alcohol per 100 millilitres of breath, this will be viewed as gross misconduct and renders the employee liable to summary dismissal. Unreasonable refusal to adhere to a breath test will be dealt with through the Company’s disciplinary procedure. 2.7 SECTION TWO TERMS AND CONDITIONS LEAVING LOVEJOYS Resignation

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Once your resignation has been received in writing, it will be confirmed by your Line Manager. Notice Period The period of notice you are required to give is detailed in your Statement of Terms (Contract). The period of notice that you will receive from the Company is one week for each completed year of service to a maximum of 12 weeks after 12 years’ service. In cases of gross misconduct, we reserve the right to dismiss without notice. Holiday When you give notice of your intention to leave the Company, you shall receive payment for all outstanding holiday accrued, but not yet taken. If the leave taken is more than accrued, the value of the extra holiday taken will be deducted from your final pay settlement. Company Property Upon leaving you must immediately return any Company property in your possession e.g. vehicles, keys, equipment, uniform, papers, documents, computer equipment and software and all copies thereof. If you owe the Company money, please ensure this is repaid. Any outstanding debt will be deducted from your final pay settlement. Final Pay Settlement Your final pay settlement will be paid as normal into your bank account on the last working day of the month, following your leaving date. In the case of hourly paid employees, you should be aware that any additional hours or adjustments after the 25th of the month will be paid at the end of the following month with any unused holiday entitlement accrued. Your P45 will be sent to your home address. 3.1 SECTION THREE EMPLOYEE BENEFITS PENSION SCHEME Auto Enrolment The Government requires employers to provide a workplace pension scheme for employees if they earn over £10,000 per year, are aged 22 or over and are under the state pension age. You will be sent a letter within 6 weeks of joining the Company to explain Auto Enrolment, and if you are eligible you will be Auto Enrolled into the Group Personal Pension Plan within 3 months of joining the Company. Over the next few years Lovejoys will contribute in line with the government’s minimum standards. As of April 2019 you will pay 5% and we will pay 3%. You can choose to op-out if you do not wish to join the scheme, you need to ask to be excluded. You can only re-join once in any 12 month period. HEALTH COVER All Lovejoys staff are invited to enrol in our health plan provided by Simply Health. Full time members of staff are entitled to a reimbursement of the monthly cost. Please see the HR department for further details.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer STAFF PURCHASES You are entitled to purchase items for yourself at a discounted price. The discount is the item cost price plus 5%. Larder items will be dependent on items purchased. If you wish to purchase items from us for personal use, you must follow the correct procedure as detailed below: 1. You must get someone else to select your order for you / with you and record what you have. 2. If you would normally select your own items, you can continue to do this, however you must ensure you get it checked with someone else. 3. You will need to fill in a staff purchase form which is available from your Line Manager. List your items, sign the form and ask the person who checked it to sign and then give this form to Lisa Hayden. 4. Lisa will raise an invoice in your name 5. You may pay for your items in cash at the time of purchase, or it can be deducted from your salary at the end of the month. 6. If you are the only person in the building, you must not carry out a staff purchase for yourself. 4.1 SECTION FOUR GENERAL INFORMATION DRESS AND APPEARANCE The Company wishes to portray a professional business image to its clients and customers. As a result, the Company operates a minimum standard of dress and appearance which requires you to dress in a manner that projects a professional image to customers, colleagues, clients, suppliers and other business contacts at all times. You are required to be neat, clean, well-groomed and presentable whilst at work, whether working on the Company’s premises or elsewhere on Company business. As you come into contact with the Company’s clients or customers, you must adhere to the following minimum dress and appearance standards: • You should wear any company issued clothing that has been provided and otherwise smart/causal attire. • P.P.E. should be worn at all times • You should wear clean shoes • You must cover any wounds • All employers are expected to wear high viz jackets • Hair should be neat and well groomed. Hair styles and colours should be conventional • Jewellery should be removed or covered if you are a food handler (inc. drivers) • Potentially offensive tattoos should be covered The Company accepts that members of certain ethnic or religious groups are subject to strict religious or cultural requirements in terms of their clothing and appearance. Subject to necessary health and safety requirements, the Company will not insist on dress rules which run counter to the cultural norms of such employees. If you are uncertain as to whether a particular item of clothing is acceptable or not, please speak to your line manager. SMOKING AND E-CIGARETTES

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Cigarettes and Tobacco All enclosed public places and workplaces in England are smoke free. This includes offices, factories, shops, and work vehicles. Anyone wishing to smoke will need to go to the designated smoking area at the end of the road. You are expected to make up any time taken for a smoking break outside of any designated break period. Smoking in Company vehicles is strictly prohibited. E-Cigarettes E-Cigarettes, personal vaporizers (PVs), and electronic nicotine delivery systems (ENDS) produce a vapour, including flavoured aromas either with or without nicotine. These devises are therefore treated in the same way as smoking normal cigarettes or tobacco. 4.2 SECTION FOUR GENERAL INFORMATION EMPLOYEE CONDUCT As a general rule, what employees do outside normal working hours and away from Company premises is a personal matter and does not directly concern the Company. However, there are some exceptions to this rule. The Company will become involved at drink events or other work related social occasions or gatherings, whether organised by the Company or by employees themselves, at social occasions or gatherings organised by the Company’s customers or clients where the employee has been invited in their capacity as an employee of the Company. On these occasions, employees are expected to behave in an appropriate, mature and responsible manner; taking into account that they are representing the Company. Any employee who is found to have brought the reputation of the Company into disrepute will be subject to disciplinary action. Where the employee’s off-duty conduct seriously undermines the trust and confidence that the Company has in the employee, whether at a work-related social occasion or otherwise, this could result in dismissal. SOCIAL MEDIA Social media such as Facebook, message boards, chat rooms, online forums, social networking sites and other sites and services that permit users to share information with others, should be used with caution. Be aware of the effect your actions have on the Company’s image. The Company may see any content made available by you through social media so please use your best judgment in posting material that is neither inappropriate nor harmful to the Company, its employees or customers. Although not exhaustive, the following are examples of prohibited social media conduct: • Posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. • Publishing, posting, or releasing any information that is considered confidential or not public. • Posting photographs that have not been approved or authorised by a Senior Manager or Director.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer TRAINING All staff will be required to undertake induction training during your first 3 months of service. This training will include: • Food Safety • Health and Safety • Manual Handling / Knife / Fork Lift • Fire Procedures: Escape, Assembly points and Extinguishers • Personal Protective Equipment (PPE) • Drivers Information and declaration (Drivers Only) • Holiday Procedure • Staff Purchase Procedure. Preparation Room employees will also cover: • Knife / Peelers • Vacuum Pack (2) • Robot Coupe CL52 • Rumbler • Scales 1 and 2 4.3 SECTION FOUR GENERAL INFORMATION EQUALITY Equality of Opportunity The Company is committed to equal opportunities for all. We have a culture and ethos under which everyone is valued and treated with respect. To maintain this culture, we will: • Challenge and eliminate unlawful discrimination • Promote good relations between persons of different cultural groups • Ensure best practice policies, procedures and practices. Protected Characteristics The Equality Act details nine protected characteristics: Age, Race, Disability, Gender, Sexual Orientation, Gender Reassignment, Religious Beliefs, Marriage and Civil Partnership and Pregnancy and Maternity. There are different types of discrimination: 1. Direct discrimination - where someone is treated less favourably than another person because of a protected characteristic. 2. Associative discrimination - this is direct discrimination against someone because they are associated with another person who possesses a protected characteristic. 3. Discrimination by perception - this is direct discrimination against someone because others think that they possess a particular protected characteristic. They do not necessarily have to possess the characteristic, just be perceived to. 4. Indirect discrimination - this can occur when you have a rule or policy that applies to everyone but disadvantages a person with a particular protected characteristic. 5. Harassment - this is behaviour that is deemed offensive by the recipient. Employees can now complain of the behaviour they find offensive even if it is not directed at them.

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer 6. Victimisation - this occurs when someone is treated badly because they have made or supported a complaint or grievance under this legislation. If you are concerned about the way you are being treated, you should raise this as soon as possible with your Line Manager. 4.4 SECTION FOUR GENERAL INFORMATION SPECIAL LEAVE - COMPASSIONATE Compassionate leave may be given in the case of the death of a partner, parent, immediate family member. Due consideration will be given to the effect of the situation on the employee. JURY SERVICE The Criminal Justice Act 2003 contains provisions to ensure that nearly all members of society are eligible for jury service. Court attendance will be treated as unpaid absence by the Company, but will normally be paid for by the Court. During Jury Service, you must keep your manager informed of any end dates or extensions. Where attendance at court is not required, you will be expected to return to work. COMPANY PROPERTY You are not permitted to eat or take company property away from the premises unless prior authorisation has been given. PERSONAL PROPERTY You are advised to keep your money, valuables etc, with you at all times. If you lose any property on our premises or whilst on business, please give details to your Line Manager. We cannot accept any responsibility for loss of private property. PARKING OF STAFF VEHICLES Parking is generally available in the designated areas. The Company holds no responsibility for the damage or theft of your vehicle or bicycle whilst parked on Company premises. Use of the parking area is at your own risk. PERFORMANCE APPRAISAL A formal performance appraisal will be carried out with you once per year. You will be given a self-assessment form to complete and return prior to your appraisal date. You will then attend a meeting to discuss your work performance. The objectives of the meeting are to: • Discuss the previous year’s achievements • Identify any shortfalls in achieving objectives and establish the reasons for the

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer shortfalls • If necessary, agree any changes required to objectives, and actions required to improve your performance and/or to enable you to achieve your full potential in the work you carry out. • Consider any future training, development and career needs for you An appraisal form will be completed as a record of the discussions that took place at the meeting. This will be given to you for your agreement and signature. The completed form should be considered as a working document and as such should be continually referred to and reviewed throughout the year by both your Manager and yourself. 4.5 SECTION FOUR GENERAL INFORMATION MOBILE PHONES Personal mobile phones are not to be used during normal working hours except in exceptional circumstances. If you do need to use your phone during normal working hours, please ensure you speak with your Manager prior to making or receiving personal calls or text messages. Night staff in particular should refrain from using mobile phones for recreational use. 5.1 SECTION FIVE HEALTH AND SAFETY POLICY The Company aims to maintain healthy working conditions, equipment and safe systems of work. We will effectively control, monitoring and provide preventive measures, that will enable the company to carry out its duties stated in The Health and Safety at Work etc. Act 1974 and supporting regulations and European Directives. The company aims to ensure it meets and, where possible, exceeds its statutory obligations with regard to the health and safety of its employees, customers or other individuals who may be affected by the conduct of its activities. Employees Responsibilities The Company will ensure that each employee is aware of those responsibilities which they have as individual employees in relation to their health and safety at work. It is the duty and responsibility of all employees to observe the Company’s health and safety rules and to follow procedures for its effective implementation. All Employees have the following duties:- • To take reasonable care for the health and safety of themselves and other persons who may be affected by their actions • To maintain a high standard of personal and environmental cleanliness • To co-operate with their employer in complying with any applicable legislative requirements affecting their work area/ activities • Not to interfere or misuse any equipment provided for health and safety use, or to use any equipment which they have not been trained to use • Conduct pre use checks on all equipment to ensure it is maintained as safe to use • Not to engage in any activity or practice that could potentially cause an accident to themselves or others

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer • To be fully aware of the emergency procedures • To report immediately any shortage or missing workplace equipment that may be detrimental to health or safety • To report, immediately, to their employer any injury they sustain whilst at work. • To know the locations of the first aid box and the identity of the first aider • Report any dangerous occurrences or near misses • Keep gangways and floors clear of obstructions and rubbish • To use all personal protective equipment for the said purpose Risk Assessment The Company will assess the risks to the health and safety of its employees and to third parties, arising out of or in connection with the Company’s activities. Risk assessments will be carried out and recorded for all workplace activities. Training and Supervision The Company will provide information, instruction, training, and supervision as required to assure the health, safety, and welfare of its employees. Suitable records will be kept of all training provided. Welfare The Company will provide adequate welfare facilities and ensure a safe and healthy working environment at its premises. All premises will have a suitable number of toilets, washing facilities and access to drinking water. 5.2 SECTION FIVE HEALTH AND SAFETY Hazardous Substances (COSHH - Control of Substances Hazardous to Health) The Company will identify all substances used in the workplace and ensure that suitable control measures are in place to manage their use and storage. First Aid The Company will ensure a person trained in First Aid at work is provided at their premises. A list of first aiders and their location will be posted on the notice boards. Accident Reporting All accidents, incidents, and near misses must be reported to your line manager and recorded. All serious injuries, lost time accidents and near misses will need to be reported to the HSE with respect to the Reporting of Injuries Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). Emergency Procedures The Company will identify the risk of emergency situations that place people in serious and imminent danger, in particular in the event of fire. Emergency procedures are communicated to all staff and visitors, and exit routes are displayed on notice boards. Our Fire detection systems are regularly tested. Personal Protective Equipment Personal protective equipment (PPE) shall be provided where the risks cannot be effectively controlled in any other way. PPE may consists of: protective footwear, high visibility vests, overalls, hair coverings. Manual Handling

Version 1.0 Created by ben Mortimer Updated by IB-W 2021/02/24 Authorised by Ben Mortimer Based on a risk assessment finding, lifting activities are to be planned to reduce the risk of injury so far as reasonably practicable, and where tasks cannot be avoided. Employees will receive training on manual handling techniques. Display Screen Equipment For those who use display screen equipment as a fundamental part of their role are required to risk assess the workstation and forward the assessments to their Line Manager. Please refer to the full Health and Safety Policy which can be found in our Company Policies Folder. 6.0 SECTION SIX ACKNOWLEDGEMENT SEE SEPARATE SHEET