DISCIPLINARY RULES AND PROCEDURES All disciplinary cases will be dealt with fairly and as quickly as possible. We will endeavour to encourage and advise on ways to improve and establish our employees' standards so as to reduce disciplinary action. All employees will be treated fairly, regardless of colour, creed, race, sexual orientation or disability. Any employee who commits an offence will be dealt with by our disciplinary board. This will consist of the Managing Director or the Company Secretary, or both, of Silurian Security Services Ltd, the venue manager on duty at the time of the offence or a designated venue manager and the Head Door Supervisor. If any member of the board is directly involved in the incident leading to disciplinary action, arrangements will be made to provide an independent to sit on the board in their place. Employees guilty of committing an act seen as gross misconduct will be suspended, WITHOUT PAY, until the matter is resolved either by way of a warning or dismissal. A full and non-biased investigation will be made by the disciplinary board, taking statements from witnesses and allowing the employee to defend/explain their actions. Decisions as to what action the board will take will be made as soon as is practicably possible. DISCIPLINARY ACTION WILL CONSIST OF ONE OF, OR A COMBINATION OF, ANY OF THE FOLLOWING. SILURIAN SECURITY LTD RESERVES THE RIGHT TO CARRY OUT ANY OF THE FOLLOWING ACTIONS IF THE OFFENCE WARRANTS. VERBAL WARNING If we are unhappy with the standard of your work or the way in which you conduct your duties, you will receive a verbal warning. This warning will be given by the Managing Director, Company Secretary, or a designate of Silurian Security Services Ltd. The warning will be issued in the presence of your Head Door Supervisor and/or the duty manager of the venue. A note will be made on your file and the verbal warning will be confirmed in writing to you. You will also be advised on how to improve and maintain the standards we expect from our employees. WRITTEN WARNING A written warning will be given to any employee who has already received a verbal warning on a previous occasion. It may be necessary to by-pass the verbal stage in accordance with the severity of the offence. Again, the problem will be outlined and advice given to prevent a re-occurrence either verbally or in written form. A copy of the warning will be kept on your file. Certain restrictions to duties may be taken if deemed necessary and the employee will be informed of the expected time scale in which improvements should reach a satisfactory standard. FINAL WRITTEN WARNING We will endeavour to train and retrain our employees to maintain a high standard of conduct and performance. Should we need to write to you giving you your final warning you will be advised that failure to improve and maintain performance standards and conduct will result in your dismissal.

DISMISSAL At Silurian Security Ltd, we aim to act fairly and indiscriminately towards all employees. Should you find yourself at the dismissal stage it will not be through lack of help, guidance and advice. Dismissal is the termination of your contract with Silurian Security Ltd, by us, either with or without notice. For petty offences, we will begin with the verbal warning and, if necessary, proceed through written and final written warnings before arriving at the dismissal stage. Everything will be done, within our power, to try to prevent a disciplinary and dismissals through training and guidance. However, should any employee commit an offence seen as gross misconduct, disciplinary procedures will by-pass warnings and move straight to dismissal. You will receive written confirmation of your dismissal. WE, AT SILURIAN SECURITY LTD, RESERVE THE RIGHT TO MOVE STRAIGHT TO DISMISSAL, TERMINATING YOUR CONTRACT, WHERE THE EMPLOYEE HAS NOT BEEN IN CONSTANT EMPLOYMENT WITH US FOR 2 YEARS OR MORE. ALL EMPLOYEES HAVE THE RIGHT TO APPEAL AGAINST ANY DISCIPLINARY ACTION SILURIAN SECURITY LTD TAKES AGAINST THEM, IN ACCORDANCE WITH THE APPEAL PROCEDURE. RULES COVERING GROSS MISCONDUCT All employees will be liable to summary dismissal if they are found to have acted in any of the following ways: A. A serious or wilful breach of safety rules. B. Unauthorised removal or interference with any guard of protective device. C. Unauthorised operation of any item of machinery, plant or equipment. D. Unauthorised removal or wilful damage to any item provided in the interests of health, safety or

welfare. E. Leaving work during working hours without permission. F. Fighting or physical/verbal abuse of any person at work. G. Drinking of alcohol or use of drugs. H. Theft. I. Possession of firearms or weapons. J. Unauthorised removal or defacing of any label, sign or warning device. K. Smoking in any designated "No Smoking" areas. L. Horseplay or practical jokes which could cause accidents. M. Misuse of compressed air, pneumatic, hydraulic, electrical equipment, chemicals including flammable,

hazardous or toxic materials. N. Dangerously overloading any item of lifting equipment. ALSO: O. Failure to report any serious accident or dangerous occurrence in which you were personally involved. P. Making false statements or in any way deliberately interfering with evidence following an accident or

dangerous occurrence. THIS LIST IS NOT EXHAUSTIVE YOUR RIGHTS OF APPEAL As an employee, you have the right to appeal against any disciplinary action we, at Silurian Security Services Ltd, take against you. You must make your appeal, in writing, to us no later than the end of the third working day after written notification of the disciplinary board's decision. The disciplinary letter will include the deadline for appeal. As Silurian Security Services Ltd, has a sole Managing Director, your appeal should be addressed to him. However, arrangements will be made to use a different disciplinary board for the appeal if deemed necessary by the board or the employee. An appeal will be held as soon as possible, certainly no later than 10 days from the date on which the appeal is submitted. Any person making an appeal against disciplinary action taken against them is entitled to attend the appeal, where they will be given the opportunity to put their case forward. You will be notified of the result of the disciplinary appeal board within 3 working days of the hearing. THIS DECISION WILL BE FINAL AND BINDING. IF IT CONTRADICTS THE RESULTS OF THE FIRST DECISION, THE APPEAL BOARD RESULT WILL OVERRIDE IT. You are entitled to be accompanied by a fellow colleague of Silurian Security Services Ltd, throughout all stages of the disciplinary procedure, excluding any member of staff already involved in the incident resulting in disciplinary action. The chosen authorised person has a right to address the hearing but does not have the right to answer questions on the employee's behalf. Legal representatives will not be permitted without the prior approval of a senior member of the Personnel Department. If an employee wishes to be accompanied at the hearing, they must inform the company manager prior to commencement of the hearing of the name of the

person nominated as a witness. It is the sole responsibility of the employee to inform management that they wish to have a representative present at the hearing. Any employee wishing to make a complaint of constructive dismissal would, normally, be required by an Industrial Tribunal to show that they have raised a grievance with regards to Silurian Security Services Ltd's conduct, before they resigned or walked out. We will treat all grievances with confidentiality, care, consideration and seriousness. We want all our employees to be happy with every aspect of their employment. SHOULD ANY EMPLOYEE WISH TO RESIGN, WE WOULD ASK THAT THEY CONTACT OUR OFFICE SO AN APPOINTMENT CAN BE MADE TO CLEARLY ESTABLISH THE REASONS FOR WHICH YOU WANT TO LEAVE. GRIEVANCE PROCEDURE Silurian Security Ltd want all employees to be happy with all aspects of their job. If, for any reason, you are unhappy, whether it be with your duties, or relationships at work etc, you should inform your Head Door Supervisor. If your grievance relates to your Head Door Supervisor, you should contact our office directly. All grievances should be put in writing and addressed to the Managing Director of Silurian Security Services Ltd. Whatever the case, we will try to resolve the problem within 7 days of receiving the report. A legitimate grievance will not be held against you in any way. We will promote good team relations within our company. You must not argue with colleagues in public view or hear shot. If you are unable to deal with the grievance yourself, or with the help of your Head Door Supervisor, you should contact the Managing Director of Silurian Security Services Ltd and explain the problem, by way of a letter. The Managing Director will then try to resolve the situation within 7 days of receiving the written complaint. THE DECISION OF THE MANAGING DIRECTOR WILL BE FINAL. Throughout the grievance procedure, Silurian Security Services Ltd will keep the complainant informed of all actions taken to resolve the situation. The complainant will also be invited to meet with the Managing Director, or his designate, in order that they may give full details of the problem. It is Silurian Security Services Ltd's intention that all grievances will be dealt with and resolved as soon as possible, in order that we may restore a happy work place for our employees. If, in the event of needing longer to resolve matters, the employee will be kept informed as to why.