WESTMINSTER HOMECARE

EMPLOYEE HANDBOOK

Feb. 2002

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INTRODUCTION

This handbook is structured in four sections, namely:

1. Terms which form part of your contract of employment 2. Rules and standards to be observed during your employment 3. Procedures which apply to your employment. 4. Terms which apply specifically to staff with a 'bank' working arrangement

Your manager will explain your duties and responsibilities, and answer any questions about youremployment. You will work as a member of a team, and this may involve you from time to time induties other than those for which you are primarily employed.

This Handbook applies to all staff in the Senior Living Division, Diagnostics Division, theLeatherhead and Inverness offices and other corporate or group staff.

A full contents index appears at the back of the handbook.

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SECTION 1 - TERMS WHICH FORM PART OF YOUR CONTRACT OF EMPLOYMENT

NB ALL ITEMS IN SECTION 1 WILL APPLY TO ALL CONTRACTS OF EMPLOYMENTUNLESS AN EMPLOYEE IS ISSUED WITH OTHER DOCUMENTATION WHICHEXPLICITLY VARIES ANY OF THESE

ABSENCE

ABSENCE FOR UNAVOIDABLE REASONS

If you have to stay away from work for any reason, you must advise your manager of this at leastthree hours before your normal start time on the first day of absence. If possible, give an indicationof how long you expect to be away from work, say whether you are consulting your GP and if yourcondition is a result of injury or illness sustained at work. Please do this personally by telephone,but if you cannot, ask someone to do so on your behalf and tell this person whom to contact. Ifyour absence is likely to be for a lengthy period, please keep in regular contact with your manager.On return to work you must complete a self-certificate of absence before you recommence yourduties.

If your absence is because of illness or injury and you are away from work for more than sevencalendar days, you must get a medical statement (MED 3) from your doctor and have it delivered tothe Company by the eighth calendar day of absence. Further statements must be provided regularlyto cover the complete period of absence. On return to work after an absence of more than sevencalendar days, please provide a medical clearance statement, unless the previous statement gives thedate on which you may resume your duties.

Even if your absence is for less than eight days, the Company reserves the right to ask you toprovide a private medical certificate at the Company’s expense.

AGREED OTHER ABSENCE (NOT HEALTH-RELATED)

If for good reason you wish to apply for other absence, you should, as soon as possible, inform yourmanager, who will consider your request.

Ante-natal care

An employee who is pregnant will be allowed reasonable time off work with pay for antenatal careor treatment. However, except for the first appointment, she must provide her manager with amedical certificate stating that she is pregnant and an appointment card or other evidence.

Bereavement Leave

If you suffer a bereavement in your immediate family - that is, parent, spouse or partner, brother,sister, son, daughter or legal guardian - you may request paid leave in order to make arrangementsconnected with, and to attend, the funeral. The amount of leave, and the question of pay, will be atthe Company's discretion but will not normally exceed five working days. If you need such leave,please ask your manager.

Jury service and other public duties

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If you are required to serve as a juror, you must tell your manager as soon as possible the dates thatyou expect to be absent. If you are not required at Court during any part of your period of juryservice, you must attend work whenever this is reasonably practicable.

If you are a Justice of the Peace or a member of a public body such as a local authority, you musttell your manager as soon as possible the dates that you expect to be absent from work.

If you are on Jury service or public duties you should claim the maximum compensation for loss ofearnings, as salary is not paid for this time away from work.

In each case, please produce documentary evidence of the need for, and the period of, absence.

Parental leave

Under certain circumstances you may be entitled to parental leave. Full details are given elsewherein the handbook. If you wish to apply for parental leave, please obtain and complete the applicationform held by your manager.

Time off to care for dependants

Under certain circumstances you may be entitled to time off to care for dependants. Full details aregiven elsewhere in the handbook. If you are able to anticipate this need, please obtain and completethe form held by your manager. By the very nature of some of the circumstances which lead to theneed for such leave, you may not be able to anticipate this in advance. In this situation, you mustadvise your manager at least three hours before your normal start time on the first day of absence.If possible, give an indication of how long you expect to be away from work.

Please do this personally by telephone, but if you cannot, ask someone to do so on your behalf andtell this person whom to contact. If your absence is likely to be for a lengthy period, please keep inregular contact with your manager. On return to work you must complete a form of absence held byyour manager.

Pay during absence

You are not entitled to be paid when absent from work, except in the case of authorised antenatalcare. However, if your absence is due to illness or injury you may qualify for statutory sick pay(SSP). If your absence is due to maternity, you may qualify for statutory maternity pay (SMP). Seethe appropriate sections of this handbook for more information on SSP and SMP.

ACCIDENTS

If you are injured during the course of your work, or are involved in a dangerous incident, reportthis to your manager as soon as possible but no later than two days after the injury occurred. Pleaseensure that an entry is made in the Accident Book if you incur injury.

CAR PARKING

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Where possible, parking facilities are provided for employees' cars. The Company disclaims allliability, whether in negligence or otherwise, for loss of or damage to any vehicle and its contentswhilst left on the premises.

DISABLED PERSONS

If you are a person with a disability, please ensure that the Company has a record of this.

Every vacancy is open to suitably qualified people with disabilities. The Company will seek toassist employees with disabilities to develop their knowledge and skills and to undertakeresponsibilities commensurate with their abilities. If an employee becomes disabled whilst with theCompany and is unable to continue in his or her occupation, the Company will make every effort toprovide alternative work and any appropriate retraining.

EMPLOYEES' PROPERTY

The Company accepts no responsibility for loss of or damage to employees' property left on thepremises. However, in exceptional circumstances, consideration will be given to replacing clothingdamaged by a resident or patient during the course of an employee's duties.

Westminster will, of course, take every reasonable step to recover lost property, but you are advisednot to leave articles of value on the premises. If you do, on occasion, bring something of value towork, space may be available to keep this in the Company's safe.

EQUAL OPPORTUNITIES

The Company is committed to equality of opportunity and the elimination of unlawfuldiscrimination in employment. This policy applies to each employee irrespective of age, gender,marital status, race, country of origin, language, religion, sexual orientation or disability.

Opportunities for promotion are open to any appropriately qualified employee, but a particulartransfer or promotion is not guaranteed. Where external appointments are necessary, the Companywill seek only to attract the highest quality of new staff. All interviews will deal only with theapplicant's suitability for the job and the ability to fulfil the job's requirements.

FIRE INSTRUCTIONS

You must familiarise yourself with the instructions displayed on the notice boards. Please acquaintyourself also with at least the two fire exits nearest to the area in which you are working. Regulartraining and fire drills will be organised and you must attend these sessions when required.

FIRST AID

During normal working hours, first aid treatment is available from appointed first-aiders. Yourmanager will be able to tell you those employees authorised and qualified to give treatment. Pleaseensure that you seek treatment for any injury sustained at work, no matter how slight it may appearat first. If the injury occurs in a nursing home it must be recorded by a trained nurse in the AccidentBook as soon as possible and your immediate manager informed. In offices and other locations, therecord should be completed by the individual who should also inform his or her manager.

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GUARANTEE OF EMPLOYMENT

If you have been continuously employed for not less than four weeks, you are normally guaranteedpaid work for your contracted working hours each week. The guarantee is subject to you beingcapable of, available for and willing to undertake the work associated with your usual job, orreasonable alternative work when your usual work is not available.

This guarantee for paid work will be reduced proportionately, or suspended, if a shortage of work orother circumstances beyond the Company's control makes short- time working or lay-off necessary.In such a case you will be paid only for attended time. The Company will give one week's notice ofany such situation.

In addition to the above, the Company reserves the right at any time, and for whatever reason, torequire the employee not to attend work. In such circumstances, the employee will remain on fullpay and in receipt of all contractual benefits.

HEALTH AND SAFETY

Please make sure you read and understand the Company's policy on health and safety at work, andthe organisation and arrangements for fulfilling that policy. These documents are on notice boardsand, where appropriate, given to you separately. You must have regard for the safety and wellbeing of yourself and others at work. Please report all potential hazards, dangerous occurrences andaccidents to your manager. It is important that you co-operate with any investigations intoaccidents or dangerous occurrences.

You will be issued with a uniform or protective clothing where this is appropriate to your duties.You are required to wear this clothing as directed.

You are expected to contribute to 'good housekeeping' by helping to keep homes and offices cleanand tidy. In particular, you should tidy up your working area, clean up any spilled liquids and pickup objects lying on the floor.

HOLIDAYS

Annual holiday entitlement varies by job category. The broad bands of paid holiday entitlement willbe as shown below:

(a) Senior staff and managers : five weeks ( x basic contracted hours)

(b) Nursing and radiology staff : four weeks ( x basic contracted hours)Head cooks :Salaried administration staff :

(c) All other employees : four weeks ( x basic contracted hours)

For jobs listed in 'b' above, employees will be entitled to three additional days' holiday (forclarification, for part time staff this will be a further 0.6 x weekly contracted hours) on completionof 12 months' service and a further two days' (0.4 weeks) on completion of two years' service.

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The holiday year runs from 1st January to 31st December. In the year that you join the Companyyour holiday entitlement will be calculated on a pro rata basis starting from the date that you join.

You cannot carry forward outstanding holiday entitlement into another year, nor will payment bemade in lieu of holidays not taken.

You must agree the dates of your holidays with your manager in sufficient time to allow for coverand rotas to be planned. You must NOT make bookings for travel until you have receivedauthorisation from your manager that you may take your submitted holiday dates. If you do maketravel arrangements without authorisation, you may well have to cancel these at your expense. Thetaking of leave without authorisation could lead to dismissal.

Not more than two weeks of holidays can be taken at one time without specific permission fromyour manager.

Holidays are paid at your basic rate of pay plus any regular contracted enhancements (this does notinclude overtime).

If you leave the Company you will be paid for any part of your 'accrued' holiday entitlement nottaken, and for which you would normally have been paid. If you have taken more than your'accrued' holiday entitlement you agree that the Company reserves the right to make an appropriatededuction, for any excess holiday taken, from your final pay.

If you leave before you have completed thirteen weeks service with the Company, you will not beentitled to payment for any outstanding entitlement on leaving. A deduction will be made fromyour final pay equal to any holiday pay you received during the first three months of youremployment.

BANK AND PUBLIC HOLIDAYS

If you are required to work on a bank or public holiday, and unless there are other overriding 'local'conditions about which you are notified separately, you will be paid at double your rate of pay forthe appropriate hours, or you may have the equivalent hours as time off in lieu, to be taken byagreement with your manager.

If you are an hourly-paid employee you are not entitled to be paid for a bank or public holidayunless you work that day.

If you are salaried, you will be entitled to leave on a bank or public holiday with pay at your normalrate. If you work on a bank or public holiday you will either receive double pay or single time plusequivalent time off to be taken as agreed with your manager.

Note: where a bank or public holiday falls on a Saturday or Sunday and an alternative is declared aholiday, the double payment applies to the original day, not the substitute. For example, ifChristmas falls on a Saturday, the double payment applies to the 25th December, not the 27th.

Failure to report for work at the correct time and attend for the full working day immediately beforeand after a bank/public holiday(s) will result in you not being paid for the holiday, unless absence is

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agreed beforehand with your manager or you provide a certificate of sickness for the appropriateperiod.

SICKNESS DURING HOLIDAYS

No additional holiday entitlement will be awarded to you if you suffer sickness or injury during abank/public holiday or a period of holiday leave.

HOURS OF WORK

Your hours of work will be as detailed in your offer letter and contract of employment. Under theWorking Time Regulations, Westminster will not require you to work in excess of an average of 48hours per week averaged over a 26 week period. However, you may wish to opt out of thisagreement voluntarily, in which case you must sign the ‘opt-out’ form available from your manager.

MATERNITY PROVISIONS

NB Maternity arrangements can be complex and therefore this handbook covers the basicguidelines only. Further details can be found in the Company leaflet, ‘Maternity rights’, or obtainedfrom your manager or the Benefits Agency.

Maternity leave and the right to return to work

All employees who are expecting a baby have the right to maternity leave and the right to return towork after the birth of the baby, subject to giving notice to their employer.

The length of leave allowed and the eligibility to any payments will depend on the employee’slength of service and other conditions. The eligibility is influenced by the date of the Expectedweek of childbirth - (EWC).

Length of maternity leave

1. All employees, irrespective of length of service, have the right to a total of 18 weeks of maternityleave.

2. Employees who have a minimum of one year of continuous at the start of the 11th week before

the EWC, may commence their maternity leave at any time after the start of the 11th week beforethe EWC, and return as late as 29 weeks after the start of the week in which the child was born.

Timing of maternity leave

Maternity leave cannot be commenced at any time before the start of the 11th week before theEWC. It can be started as late as the date of birth.

Employees do not have to take the leave to which they are entitled beyond the statutory two weeksminimum period after the birth.

Payments

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Employees with less than 26 weeks’ service are not entitled to Statutory Maternity Pay (SMP) butmay be able to claim Maternity Allowance from the Benefits Agency.

Employees with more than one year’s service will be eligible to receive SMP from WHC as long asthey have given the required written notice of their pregnancy, the required written notice of theirleave and they have average weekly earnings above the lower earnings limit for the payment ofNational Insurance contributions.

The payment for the first six weeks of leave will be 90% of the employee’s average weeklyearnings. For the balance of the maternity leave, a maximum of twelve weeks SMP at the prevailinggovernment weekly rate will be paid.

SMP ceases if the employee returns to work before the end of their leave entitlement. Employeestaking more than 18 weeks leave will receive no pay once SMP has been exhausted.

SMP is paid subject to normal payroll deductions e.g. income tax and N I contributions.

MONEY OWING TO THE COMPANY

The Company has the right to deduct from your wages, or sums payable to you on your departurefrom employment, the amount of any outstanding loans or other monies owed by you includingoverpayment of any salary or wage payment, for whatever reason, to the Company.

NEW EMPLOYEES' PROBATIONARY PERIOD

A formal review for new staff is carried out within the first six months of employment. If yourperformance is satisfactory, your appointment will be confirmed by your manager in writing.

If you have not performed satisfactorily during this period, your probationary period may beextended, or your employment may be terminated with one week’s notice. The disciplinaryprocedure does not apply during this probationary period.

OVERTIME

You are required to work a reasonable amount of additional hours when workload and othersituations warrant it. Your manager will determine the need for such additional hours, when it is tobe worked and the employees required, taking into account the circumstances prevailing at the time.Except in the case of emergency, you will be notified of the requirement at least twenty-four hoursbeforehand. Should you be unable to work overtime on any occasion, you must notify yourmanager so that alternative arrangements can be made.

Casual additional time worked at the beginning or end of a shift will not normally qualify forovertime payment. Additional hours arranged and authorised by your manager in advance will bepaid at flat time, or at a premium local rate as advised to you separately.

PARENTAL LEAVE

Staff will qualify for unpaid parental leave if:

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• They have a minimum of one year’s continuous service and • They are a named parent on the birth certificate of a child born on or after 15 December 1999

and who is under five years old or • They are the parent of a child aged under 18 who has been adopted on or after 15 December

1999 or • They acquire parental responsibility under the Children Acts for a child born after 15 December

1999 and who is under five years old. The maximum amount of leave to be taken per child is thirteen weeks. If a child is adopted, the parental leave must be taken within five years of the date of adoption, or bythe 18th birthday whichever is the sooner. The following conditions apply: • Leave can only be taken in blocks or multiples of one week (if a period of leave is for less than

one week, it will still count as one whole week’s leave, except when the child is disabled whenthis does not apply)

• Employees must give a minimum written notice of 21 days. • The maximum amount of leave to be taken in any calendar year is four weeks. PAY Your pay is shown on your itemised pay statement. You will be paid monthly, by credit transfer tothe bank of your choice. If you are on Head Office payroll, this will normally be by the 28th day ofthe month for which you have worked. Otherwise you will be paid on the 7th day of the followingmonth. PENSIONS If you are entitled to participate in any of the Company’s pension arrangements, you will receiveseparate documentation detailing your options. RESIDENTIAL POSITIONS If, at any time during your employment, you live in at one of the Company's homes, you will berequired to sign an Occupancy Agreement. The provisions of this Agreement will form part of yourcontract of employment. RETIREMENT

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The Government prescribes a normal retirement date for all staff of 65. The Company does notenforce any specific normal retirement age unless this is a condition of a specific pensionarrangement. Staff are welcome to continue in the Company’s employment beyond age 65 but employmentbeyond this age will be subject to periodic review and will be at the Company’s discretion. SICK PAY There is no entitlement to Company sick pay during any period of sickness absence. Statutory sick pay (SSP) will be paid to employees who are unable to work due to illness or injurysubject to the following conditions being met: 1. Westminster conditions • Employees must comply with the reporting requirements in respect of any period of absence as

laid down in the Absence section of this handbook. • Employees must also submit self-certificates or doctor’s certificates as appropriate. 2. State established conditions As SSP is a state initiated benefit, even though it is paid by employers, there are a number ofsituations where SSP is NOT payable. The main ones are: • if the employee’s average weekly earnings are below the lower earnings limit for paying

National Insurance contributions • if the sickness absence commenced after the employee’s 65th birthday or before the employee’s

16th birthday • if the employee is on a fixed term contract of three months or less • if a total of 28 weeks SSP (the maximum entitlement) have already been paid • if the employee is entitled to statutory maternity pay or maternity allowance Where SSP is not payable, employees may be able to claim state benefits directly from the BenefitsAgency. HOW SSP WORKS For all employees the qualifying days for SSP are Monday to Sunday i.e. seven days per week. SSP is not payable for the first three qualifying days of any absence. These are called waiting days.SSP is therefore only payable from the fourth qualifying day of any absence. Such an absence offour qualifying days or more is called a PIW - a period of incapacity for work.

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The exception to this ‘four day’ rule is if the employee has had a previous PIW within the previouseight weeks. These are called ‘linked PIWs’, and the employee does not have to serve a furtherthree waiting days. The government fixes a weekly rate for SSP. The daily amount payable to an employee for sicknessabsence is this weekly rate divided by the employee’s number of qualifying days in the week. SSP is subject to the same payroll deductions, if appropriate, as normal salary e.g. income tax, N Icontributions. NB If an employee is absent from work as a result of an accident, and the Company exercisesdiscretion to maintain payment of the employee’s salary (for whatever period), the employee agreesto reimburse the Company in the event of any successful claim against any party as a result of theaccident. TERMINATION OF EMPLOYMENT Except in the case of dismissal for gross misconduct, the following notice is required from theCompany to terminate employment: Head office managers : Three months Home Managers : Two months during the first year's service, three months thereafter. Other head office staff, qualified nursing staff, administrators: One month during the first five years' employment. Thereafter, one additional week per year ofservice to a maximum of twelve weeks' notice after twelve years' service. All other staff: Two weeks during the first three years' service. Thereafter, one additional week per year of serviceto a maximum of twelve weeks' notice after twelve years' service. If you wish to terminate your employment, you must give notice, as specified by your contract, inwriting, to your manager stating the date on which you wish to leave. You will normally beexpected to work your period of notice. You will be paid any monies due to you on the normalpayday following your departure. Your P45 will be sent to you by post. You must ensure that any property or clothing issued to you by the Company is returned on leaving. The Company reserves the right, once notice to terminate has been given by either party forwhatever reason, to refuse to allow the employee to enter any of the Company’s premises. In suchcircumstances, the employee will remain on full pay and in receipt of all contractual benefits untilthe date of termination. TIME OFF TO CARE FOR DEPENDANTS

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Employees have the right to take unpaid ‘reasonable’ time off in the following circumstances: • To provide assistance when a dependant falls ill, gives birth, is injured or assaulted • To make arrangements for the provision of care for a dependant who is ill or injured • As a consequence of the death of a dependant • The unexpected disruption or termination of arrangements for the care of a dependant • To deal with an incident involving a child attending an educational establishment A ‘dependant’ is defined as a spouse, parent, child or someone else living in the same household. The conditions for granting such time off are: • The employee must tell the employer the reason for the absence as soon as possible • The employee must advise the employer of the likely duration of the absence. TRAINING Provided that you have been given reasonable advance warning, we require you to attend courses oftraining, applicable to your employment, which take place outside your normal working hours, oron days when you would not normally be required to work. You will be paid at your normal flatbasic rate for such time.

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SECTION 2 - RULES AND STANDARDS TO BE OBSERVED DURING YOUREMPLOYMENT When people are working together as a staff group, there must be clear standards of conduct so thatthe organisation can run smoothly for the benefit of all concerned. This section sets out thosestandards, formal rules and procedures. It is not the Company’s intention to be overly rigid andinflexible, but the nature of much of our work requires such detail and clarity.

In joining Westminster it is understood that you accept these conditions where indicated.Employees who disregard them can cause inconvenience to colleagues, clients, patients or residents,and the Company, and therefore might render themselves liable to disciplinary action. The following rules apply to all contracts of employment. Any breach of any rule could lead todisciplinary action being taken, which in serious cases could lead to dismissal (subject to the rightof appeal). The basic responsibilities of all employees are to: • work efficiently, conscientiously and safely • produce work to the required standards and procedures, and maintain our high quality of service

and care • carry out all reasonable duties and instructions • follow all rules and regulations relating to your employment and health and safety at work • care for, and refrain from interfering with, any property belonging to the Company, clients or

residents, and suppliers. You must: • show patience and courtesy to clients or residents and members of their families • report suspected or observed mistreatment of clients or residents by others • not give medical advice to clients or residents unless authorised to do so. ALCOHOL, DRUGS OR OTHER INTOXICANTS Alcohol, intoxicants or drugs of any kind may neither be brought onto, nor consumed upon, theCompany's premises without prior permission. If drugs have been prescribed by your medicalpractitioner, please register this with your manager. You must ensure that any authorised prescribeddrugs brought onto the premises are kept in a secure place. The Company has the right to refuse admission to the premises to any employee judged to beincapable of performing his/her duties as a result of intoxicants, alcohol or drugs. The disciplinaryprocedure may also be invoked in such circumstances.

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ATTENDANCE We require excellent attendance and timekeeping. These are of the utmost importance inmaintaining high standards of care and services. You must abide by the arrangements for recording your entry to, and departure from, the premises.Falsification will be regarded as gross misconduct. Adverse weather or disruption to transport or other services may make it difficult for you to get towork. The Company expects you to do whatever is reasonable to get to work in thesecircumstances, without risk to your health or safety. You will normally be expected to make up anytime you lose. Absence from work for three or more days without permission or without notifying the Companymay be regarded as gross misconduct. CARRYING OF CASH Under no circumstances should you carry money in the pockets of your uniform. CONFIDENTIAL INFORMATION During your employment you are likely to have access to confidential information relating to theCompany's business as well as personal information about clients, residents, colleagues and theirfamilies. You must not disclose to, or discuss with, anyone, any such information, unlessauthorised to do so, or use such information for personal gain. This applies during or afteremployment. A breach of this rule will be regarded as gross misconduct. DRESS CODE A clean, smart appearance is essential. The full Company uniform, where this is provided, must beworn correctly at work. You are responsible for keeping your uniform clean and in good repair.The uniform must be returned when you leave the Company. Failure to return it will result in adeduction from your pay. Anyone who attends for work wearing clothing that, in the opinion of hisor her manager, is inappropriate, may be turned away. In such a case, whether the employee is paidwill be at the discretion of his or her manager. Appropriate dress for non-uniformed staff on premises where residents, patients or customers arepresent: Men Suit, or jacket and trousers; shirt and tie. No jeans or shorts. Women Either dress, skirt, tailored trousers or culottes; appropriate top. No jeans, leggings, form fitting ski pants, shorts or micro skirts. NB Where local rules apply, staff may wear smart casual clothes. DRIVING LICENCE

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Certain employees are required to drive the Company's vehicles. Their employment may beconditional upon having a current driving licence. Any endorsements must be notified immediatelyto your manager. All drivers of Company cars must be prepared to have their driving licenceinspected at any time. EMPLOYMENT OF FAMILY MEMBERS The Company acknowledges that members of the same family may be employed at the sameworkplace or in the same staff group. However a member of the same family should not normallywork under the direct authority or supervision of another family member. This can also apply tostaff who have a ‘common law’ or ‘live-in’ relationship, including relationships of the same gender. You must inform your manager, in confidence, of any such relationship or situation using the formavailable. In the event that such a situation arises, the Company will have discretion to deal with the matter inwhatever way it considers appropriate and reasonable in the circumstances. EQUAL OPPORTUNITIES Disciplinary action will be taken against an employee found to be unlawfully discriminatorytowards prospective or fellow employees, clients or residents, patients, customers or suppliers. GIFTS AND LOANS Staff must not accept a gift or 'tip' from a client, patient or resident or from a member of the client'sor resident's family or from any supplier or prospective supplier to the Company. Similarly youmust not request or accept a loan, no matter how small. If you do so, you will render yourself liableto summary dismissal. Any such offer, no matter how small, must be notified to your manager immediately. HARASSMENT AND BULLYING The Company will not condone harassment or bullying of other employees, clients or residents ormembers of their family. Anyone who is found to have harassed or bullied another person may besummarily dismissed. Racial and sexual harassment is conduct based upon race or sex affecting the dignity of men andwomen which is unwanted by the recipient and unwarranted and which the perpetrator knows, orshould know, is offensive to the recipient, or to other people who may witness the conduct. Examples might include unwanted physical contact, verbal abuse or suggestive remarks, leering,sexually or racially intimidating actions, inappropriate 'humour', bullying, demands for favours of asexual or inappropriate nature or assault, offensive comments, literature or images. LANGUAGE

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The Company will not condone the use of foul and abusive language at work and considers the useof such language to be unacceptable behaviour. Disciplinary action may be taken against anyonewho uses such language whilst at work whatever the circumstances. LITERATURE AND OTHER MATERIAL You must not bring onto, nor distribute on, the premises any literature, videos, audiotapes or CDROMs of any kind without the express permission of your manager. MEDICAL EXAMINATIONS You may at any time, but particularly if you are, or have been, unable to carry out your duties as aconsequence of illness or injury, be required to have an examination by an occupational healthconsultant or other medical practitioner nominated by the Company, or to undergo other healthscreening. Any expense incurred will be met by the Company. If contact with your own generalpractitioner is considered necessary, the Company will seek your written permission in advance. You must tell your manager of any change in your health that might affect your work, eithertemporarily or permanently. NAME BADGES All employees working in units are required to wear name badges. Please wear yours so that yourname can be clearly seen. If you lose a badge you may be charged for its replacement. OTHER EMPLOYMENT You must not become engaged or concerned in any other business which is in competition with theCompany, or where your duties may conflict with the interests of the Company, without writtenconsent from your manager. You must not become engaged in any other occupation that mayinterfere with your attendance, punctuality, alertness, quality of care given, health and safety or anyother aspect of your work. In particular, the Company is required to have knowledge of anyadditional employment undertaken in order to carry out its obligations on working hours and restperiods under the Working Time Regulations. This clause does not apply to bank staff. PERSONAL DETAILS We need to keep up-to-date information of your home address and telephone number, together withthe name, address and telephone number of your next of kin (or other such person) for emergencycontact purposes. Please inform your manager in writing of any changes to these details and also ofany changes to your marital status. PIN NUMBERS If you are a qualified nurse, the validity of your Personal Identification Number is a condition ofcontinued employment by the Company. The Company reserves the right to move you to other

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duties, on the appropriate rate of pay, for any period when your registration may have lapsed, or toterminate your employment with notice. PRIVATE TRADING Private trading on the Company's premises is not allowed. PROTECTIVE CLOTHING Where protective clothing is issued, it must be worn as directed and only for the purpose intended.Protective clothing that has been used in clinical areas, or has become soiled, must not be worn inthe dining room, kitchen or food storage areas. Employees who feel they require additional clothing for a specific task should consult theirmanager. Some guidelines: • clothing should allow free movement and maintain decency • jewellery worn should be limited to wedding rings and ear studs. Rings with stones should not

be worn as they can easily injure others and may become damaged • shoes should be flat and cover the toes. No flip-flop styles or high-heeled shoes are to be worn • boots are not to be worn in the living areas • other items of dress should be chosen with safety and appearance in mind. REFERENCES FOR NEWLY RECRUITED STAFF The Company will take up references about you in respect of previous employment. Any offer ofemployment is conditional upon satisfactory references being obtained. You will also be requiredto complete a medical questionnaire. Should it subsequently come to the Company's notice that youhave given inaccurate information, your employment may be terminated without notice. REFERENCES FOR EX-WESTMINSTER STAFF OR CURRENT STAFF SEEKINGALTERNATIVE EMPLOYMENT Only managers and senior staff who are so authorised may provide references on behalf ofWestminster to other employers in respect of current or past Westminster staff. All such references must be on headed Westminster paper and a copy kept on file. Any employee who is not so authorised, who provides a reference on behalf of Westminster will beliable to disciplinary action, which could include dismissal. SECURITY AND SEARCH

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The Company is aware of the obligations concerning privacy arising from the Human Rights Act. However, where the Company has a reasonable suspicion of misconduct, the contents of any parcel,package, bag, clothing or case etc. might be inspected before it is brought onto or taken off thepremises by an employee. Employees and/or their vehicles entering or leaving the premises mayalso be searched. The Company may also search the living accommodation of residential staff atany reasonable time. If an employee refuses to be searched, the Company may have to make a decision based upon thefacts available in the light of such a refusal. SMOKING Smoking is not allowed on the premises, except in any areas specifically notified. Breaking thisrule is considered gross misconduct and may result in summary dismissal. Some homes are designated non-smoking and therefore smoking is forbidden in any part of thehome, and in some cases, also in the home grounds. TELEPHONE CALLS The use of the Company's telephones for private incoming or outgoing calls is restricted to cases ofgenuine emergency and must be agreed in advance by a supervisor or manager. TIME SHEETS It is a condition of your employment that you are required to complete, as required, a time sheet ofyour attendance and worked hours. Falsification may be regarded as gross misconduct. Instructionswill be supplied to you separately about this matter.

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SECTION 3 - PROCEDURES WHICH APPLY TO YOUR EMPLOYMENT. NB THESE PROCEDURES DO NOT FORM PART OF THE CONTRACT OF EMPLOYMENT DISCIPLINARY PROCEDURE NB This procedure does not apply during probationary periods of employment, nor does it apply tostaff with a bank working arrangement. From time to time it may be necessary for the Company to take disciplinary action against anemployee for a variety of reasons. The reasons for disciplinary action may include: - unsatisfactory attendance and/or timekeeping - poor quality work or negligence, lack of application to duties, misuse of the Company's,

residents' or suppliers' property - failure to use safe and hygienic work practices or to observe the Company’s and statutory

regulations regarding health and safety - refusal to carry out reasonable duties, or obey reasonable instructions, or follow the

Company's rules - aggressive behaviour, assault, or serious threat of such, whilst at work. Ill-treatment of, or

discourtesy to, residents and their relatives - misconduct, wilful damage, theft, dishonesty, malicious practices and offences against the

law which affects the Company's business - breach of the Company’s I T, email and internet use guidelines. This list is not exhaustive.

Stages in the disciplinary procedure When a potential disciplinary matter arises, the employee's manager will take steps to establishthe facts promptly, taking into account statements of any available witnesses. This initialinvestigation is not part of the formal disciplinary process. Depending upon the outcome of the investigation, the manager will either: a) Take no further action b) A minor breach of standards may warrant an informal oral warning rather than formal action.In this situation, the employee will be told that this is not part of the formal disciplinaryprocedure, although a note may be kept for future reference.

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c) For more formal action, the employee will be invited by letter to attend a formal disciplinaryhearing. This letter will set out the allegations and the employee’s right to be accompanied by afellow employee or Trade Union Officer at the disciplinary hearing. The employee will be given3 days notice to enable them to prepare. At the hearing, the employee will be told of the allegations and given the opportunity to state hisor her case before any decision is reached. The decision of the manager holding the hearing will be confirmed in writing. Appeals The employee may appeal against the decision, in writing to a nominated manager, within fiveworking days of the disciplinary decision. The appeal will be held by a senior manager. The employee will again have the right to beaccompanied by a fellow employee or a Trade Union officer and any relevant witnesses. Theoutcome of the appeal will be confirmed in writing. There is only one level of appeal. Penalties Normally, an employee who commits a breach of the disciplinary standards will be given aformal written warning. Each formal warning will remain valid for a period of twelve months, unless stated otherwise.The written confirmation of the warning will state: • the nature of the misconduct • the improvement that is required • any period of time given for improvement • the consequences of a further breach of the rules of conduct.

If the employee commits a further misconduct during the 'life' of the first warning, s/he will begiven a final warning, unless this further incident constitutes gross misconduct.

If the employee commits a further breach during the 'life' of the final warning the Company maydemote, transfer or dismiss the employee.

There may be occasions when, depending on the seriousness of the offence, a final warning isissued without recourse to the earlier stage of the procedure. Similarly, in a case of grossmisconduct, the employee may be demoted, transferred or dismissed without notice, withoutrecourse to the earlier stages of the procedure.

Suspension

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In potentially serious cases of alleged misconduct, the employee may be suspended, with orwithout pay, whilst investigations are completed. The reasons for the suspension must beexplained. The suspension will be confirmed in writing.

Gross misconduct

The following list is not exhaustive, but gives examples of offences which constitute grossmisconduct:

- abuse, violence or serious threat of such against persons whilst on the Company's business,or ill-treatment or discourtesy to clients or residents and their relatives and other employees

- theft or unauthorised possession of property belonging to other employees, the Company,suppliers, clients or residents and their relatives

- falsification of records, including fraudulent self-certification of absence and attendance andtimekeeping

- wilful damage to property belonging to the Company, suppliers, clients or residents andtheir relatives

- refusal to obey a reasonable instruction

- serious breaches of health and safety rules

- gross negligence

- unlawful discrimination or sexual or racial harassment

- breaches of confidential information

- accepting gifts or loans from clients or residents or their relatives

- leaving work during normal working hours without discussion. Sleeping whilst on duty orduring paid breaks

- absence from work for three or more days without permission

- being under the influence of alcohol or drugs whilst at work

- sleeping whilst on duty.

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GRIEVANCE PROCEDURE

It is the spirit and intention of this procedure that managers will make every effort to resolve agrievance as quickly as possible. This procedure provides that an employee who has a personalgrievance shall have the opportunity to discuss the matter with various levels of management and tobe accompanied by a fellow employee or Trade Union Officer during all stages of the procedure.

In the majority of cases, where an employee feels that he or she has been unfairly treated, the matterwill be discussed first between the employee and his or her manager.

Stage One:

If there is any matter that you wish to raise and in which you are directly concerned, youmay discuss this in the first instance with your manager. If you are not satisfied with the outcomeyou may have a fellow employee with you whilst you pursue the matter further with your manager.

Stage Two:

If the matter is not resolved and you wish to take it further, you may make a written requestfor a meeting with a more senior manager. You may have a fellow employee with you at themeeting.

Stage Three:

If the matter is not resolved and you wish to take it further, you may make a written requestfor a meeting with a manager senior to the person who has dealt with the matter at Stage 2. A copyof your request should be sent to the Personnel Manager. You may have a fellow employee withyou at the meeting.

NB Appeals against disciplinary penalties should be pursued through the appeal stages of thedisciplinary procedure, not through the grievance procedure.

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HARASSMENT AND BULLYING COMPLAINTS PROCEDURE

If you believe that you have been subjected to bullying or harassment you should, as a first step,make it clear to the person responsible that it is unacceptable and must stop. You can do thisverbally or in writing.

If this informal approach fails, or is inappropriate, you may raise a formal grievance with yourmanager or to a more senior member of management where appropriate. You can also seek theadvice of your manager who will advise you on the formal grievance procedure.

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COMPUTER SECURITY PROCEDURE

Westminster depends on its computers, data, and information processing capabilities for our day today business. IT systems are now a critical part of our information infrastructure. It is vitallyimportant, therefore, that the security of these systems and the data held by the Company ismaintained.

To this end we have developed an IT Security Policy statement which details employees’responsibilities for computer security and is designed to help you to understand your position. Acopy of this Policy is shown below. All users of IT systems are required to read the document andsign a copy of the declaration which will be given to you. These must be sent to the IT Departmentin Inverness.

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I T SECURITY POLICY

1. THIS POLICY APPLIES TO ALL EMPLOYEES, PERMANENT ANDTEMPORARY, WHO HAVE ACCESS TO WESTMINSTER’S IT SYSTEMS.

• It applies to our servers, personal computers, remote access facilities, outside suppliersof data, LANs (Local Area Networks), and WANS (Wide Area Networks).

• It applies to all Company data and reports derived from Company data.

• It applies to all programs developed on Company time, using Company equipment, orby Company employees.

• It applies to all computers, communications links, and associated equipment onCompany premises or connected to Company computers.

2. RESPONSIBILITY FOR IT SECURITY

• The Group IT Manager has overall responsibility for ensuring that the Company hasadequate computer security measures in place.

• However, every employee is responsible for protection of our assets, includingcomputers and data.

• Employees should notify the Group IT Manager whenever he or she sees actions whichseem to go against this policy.

3. EMAIL GUIDELINES

• Users should explicitly recognise their responsibility for the content, dissemination andmanagement of the messages they send.

• Confidential information must not be sent through Internet email as security cannot beguaranteed.

• Email should be used in a professional manner. E-mail is easily forwarded so you cannotcontrol where your message might be sent. Therefore, never send anything that youwould not want to become public knowledge.

• Do not send abusive, harassing or threatening messages or obscene, offensive orslanderous material. All e-mail can be traced. For this and other reasons, DO NOT giveanother person access to your e-mail account.

• Do not use the Company e-mail system for advertising or commercial gain.

• Do not contain information in emails that is harmful to the Company.

• All files sent as e-mail attachments must be virus checked to ensure they are free ofviruses before sending.

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• Remember that all laws governing copyright, defamation, discrimination and other formsof written communication also apply to email.

• Do not unnecessarily or frivolously overload the email system (e.g. sending junk mail isnot permitted).

• Electronic mail containing a formal approval, authorisation, delegation or handing overof responsibility must be copied to paper and filed appropriately for purposes of evidenceand accountability.

• For general guidance on email use, users should also refer to the Good PracticeGuidelines on Email issued by the IT Department.

4. USERID AND PASSWORD CONTROL

• No one is to be permitted to use Company computers without an authorised USERID(user identification).

• To obtain a USERID requires the approval of your Line Manager.

• Each user is responsible for all activity that occurs on any system which is accessed byuse of his or her USERID.

• USERIDs may be revoked (or cancelled or suspended) at any time through the agreementof the Group IT Manager

• USERIDs will be revoked when an employee terminates or transfers.

• Passwords should be memorised - never written down.

• Passwords belong to individuals and must never be shared with anyone else.

• Passwords should be changed every 3 to 6 months, or immediately if compromised (e.g.if your password may have becomes known to others).

• Each user is required to follow the Company’s guidelines on password choice andrenewal as follows:

♦ A password should be at least 6 characters long.

♦ NEVER make your password a name or something familiar, like your pet, yourchildren, or partner.

♦ NEVER, under any circumstances, should your password be the same as yourusername or your real name.

♦ DON'T use words that can be associated with you

♦ Do not have a password consisting of a word from a dictionary.

♦ Try to have a password with a number or mixed case letters.

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♦ Choose something you can remember, that can be typed quickly and accuratelyand includes characters other than lowercase letters.

5. VIRUS PROTECTION

• All PCs are protected against virus attack by anti-virus software. Each time a file isaccessed, it is checked for known viruses. This includes files on floppy disks.

• The installation and update of this software on all employees PCs is the responsibility ofthe IT Department.

• Employees must contact the IT Department immediately if there is any suspicion of avirus on their computer equipment. They should stop using the equipment immediatelyuntil given clearance by the IT Department.

• All servers are protected against virus attack by anti-virus software. It is theresponsibility of the IT Department to ensure that this software is installed, updated andmanaged correctly.

• All email messages and attachments are virus checked automatically by the emailsoftware.

6. INTERNET ACCESS

The new resources, new services, and inter-connectivity available via the Internet allintroduce new opportunities and new risks. In response to the risks, this statement describesthe Company’s official policy regarding Internet security.

• Access to the Internet from Company premises or equipment is permitted only under theguidelines and supervision of the IT Department, which is responsible for developing,documenting, and disseminating such guidelines.

• Access to the Internet is strictly limited and should be for business use only.

• Access to pornographic material and other material deemed by the Company to beobjectionable is classed as gross misconduct.

• Software should not be downloaded or copied from the Internet without the authority ofthe Group IT Manager.

7. EMPLOYMENT RESPONSIBILITY

• Every employee, full-time and part-time, should have a copy of this policy. If you do nothave your own copy, please contact Personnel or the IT Department who will provide acopy.

• All new employees will be given copies of the computer security policy through theinduction process.

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• The IT Department will be notified of every applicable employee transfer, promotion,and termination in order to adjust computer access privileges as needed. Applicableemployees are those that use and have access to IT systems.

• All employees must sign the declaration form contained with this document, to show thatthey have read, understood, and accepted this policy. This sign off will be held with theemployee’s personnel record.

• Line Management are responsible for distribution of this policy.

• When an employee contract is terminated for any reason, the employee's immediatesupervisor is directly responsible for ensuring the employee's computer privileges arerevoked at once on all computer platforms. The supervisor is responsible for notifyingthe IT Department and the Personnel Department when a USERID should be revoked ordeleted.

• Employees with access to personal data such as salaries, home telephone numbers, etc.must at all times, adhere to the provisions of the Data Protection Act 1984. If you requirefurther information on this Act, please contact the IT Department for guidance.

• It is the responsibility of all users to ensure that all machines used during the day arelogged out and closed down in a controlled manner, before leaving the office.Unattended machines that are left logged on constitute a serious security risk, and can beinterpreted as a misuse of the IT facilities.

• Users must also ensure that security is maintained at all times by logging out of anysystem that is to be left unattended; for example, during lunch time, when attendingmeetings, when leaving the office, etc.

• Users are responsible for the security and integrity of information stored on their personaldesktop system. This responsibility includes making regular disk backups of any dataheld on local desktop drives.

8. ACCEPTABLE USE

• No private work or computer game playing is permitted during normal business hours.

• Domestic use of PCs and computer support equipment must be agreed and authorised bythe Group IT Manager.

• Misuse of the IT facilities is classed as gross misconduct.

• The following are examples of misuse:

♦ fraud and theft

♦ system sabotage

♦ introduction of viruses and time bombs

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♦ using unauthorised software

♦ obtaining unauthorised access

♦ breaches of the Data Protection Act/Computer Misuse Act

♦ sending abusive, rude or defamatory messages via electronic mail

♦ hacking

♦ breaches of Company security procedures

♦ passing on information related to procedures/systems/software to unauthorisedexternal sources.

• This list is not exhaustive. Depending on the circumstances of each case, misuse of theIT systems is likely to be considered a gross misconduct offence.

• The use of other employees’ user accounts is not permitted. Only under exceptionalcircumstances may accounts be used by another user, and only with the expressauthorisation of the Group IT Manager.

• At any time and without prior notice, the Company reserves the right to examine e-mail,personal file directories, and other information stored on Company computers. Thisexamination assures compliance with internal policies, supports the performance ofinternal investigations, and assists with the management of Company informationsystems.

• Any member of staff who suspects that a fellow employee is abusing the computershould report this to Personnel or the Group IT Manager. This will be in confidence.

9. ACCESS TO DATA

• Levels of access to data will be determined by the Heads of Departments in conjunctionwith the Group IT Manager, who will ensure that levels of access are consistentthroughout the organisation.

• No external software may be used without authorisation by the Group IT Manager orSystem Administrators. This includes the use of freeware and shareware packages.

• All users with network access should ensure that all data is held on network drives whichare backed up nightly by the IT Department.

• It is the responsibility of the user to protect any confidential data files againstunauthorised reading and copying.

• Stealing software is illegal and can serve as grounds for prosecution and termination ofemployment.

• Our Company does not permit use or possession of copies of software without payingappropriate fees and signing of appropriate licenses. The IT Department is responsible

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for conducting inventories of the software on Company-owned personal computers toensure that all software is properly licensed.

• If a user inadvertently obtains information to which he or she is not entitled, or becomesaware of a breach of security pertaining to any service, the user must immediately reportit to the person responsible for that service or to the IT Department.

• Users must not attempt to probe computer security mechanisms. If users probe securitymechanisms, alarms will be triggered and Company resources will needlessly be spenttracking the activity.

• Unless prior written authority has been obtained from the Group IT Manager, files foundon a users computer containing computer hacking tools or other suspicious material maybe regarded as gross misconduct.

10. ACCESS TO EQUIPMENT

• Only authorised persons whose work requires it will be allowed access to servercomputers. Authorisation is the responsibility of the Group IT Manager.

• The level of protection provided for central server computers and communicationsequipment against fire, water, electric power fluctuations, physical damage, and theft isthe responsibility of the Group IT Manager. Advice on protection for remote systems isalso available from the Group IT Manager.

• The IT Department is responsible for controlling day to day access to server computersand for providing adequate protection to computers, terminals, and communicationsequipment.

11. REMOTE ACCESS

• Remote access to Company IT systems (through dial-up equipment) is permitted only toUSERIDs that have been authorised for that system.

• Requests for access should be made in writing to the IT Department through the relevantLine Manager.

• Control of access will be by authorised calling numbers and USERID’s.

• No dial-up equipment should be attached to Company computers without authorisationfrom the IT Department.

• The location and use of all dial-up equipment attached to the Company network must belogged with the IT Department.

12. CONTINGENCY PLANNING

• The IT Department is responsible for developing and co-ordinating recovery plans for alldepartments in the event of the destruction of our IT systems and also in the event ofshort- term loss of any of our data processing capability.

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• These plans are based upon a systematic assessment of the risk of loss of the ability toprocess transactions for each application on each platform.

• This does not reduce the users responsibility to ensure the security and integrity ofinformation stored on their personal desktop systems.

• Further information on the Company’s Contingency Planning can be obtained from theGroup IT Manager.

13. REPORTING SECURITY PROBLEMS.

The IT Department must be notified immediately if:

• Sensitive Company information is lost, disclosed to unauthorised parties, or suspected ofbeing lost or disclosed to unauthorised parties.

• Unauthorised use of Company information systems has taken place, or is suspected oftaking place.

• Passwords or other system access control mechanisms are lost, stolen, or disclosed, or aresuspected of being lost, stolen, or disclosed.

• There is any unusual systems behaviour, such as missing files, frequent system crashes,misrouted messages.

Security problems should not be discussed widely but should instead be shared on a need-to-know basis.

14. PROCEDURES TO UPDATE THE POLICY

• This IT Security Policy is designed to be a "live" document that will be altered asrequired to deal with changes in technology, applications, procedures, legal and socialimperatives, perceived dangers and any other condition which may have affect upon theCompany’s business security.

• The Company regards the integrity of its computer system/network as central to thesuccess of the business. The Company policy will be to take any measures considerednecessary to ensure that all aspects of the system/network are fully protected. TheCompany reserves the right to change or cancel the provisions of this policy, with orwithout notice, as the needs of the Company dictate.

• All updates to this policy will be issued to all employees covered within the scope of thepolicy.

• Major changes will be made in consultation with the IT Security Group.

• Minor changes will be approved by the Group IT Manager.

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‘WHISTLEBLOWER’ ARRANGEMENTS The Public Interest Disclosure Act places a responsibility on an employer to deal with anycomplaint by an employee in a fair and reasonable manner. It does not give a general right ofprotection to employees. Employees themselves are only protected if they have acted in aresponsible and reasonable manner. These arrangements are intended to provide protection for employees who ‘blow the whistle’ onsituations where the Company, for example, may be: • Breaking the law • Conducting their business in a dangerous manner or • Engaging in environmentally damaging activities.

Employees in Westminster who have a cause for concern or complaint should utilise the optionsopen to them.

Westminster procedures, and the law, encourage employees to exhaust internal processes beforeconsidering any course of action external to the Company.

These options for action within the Company procedures include:

1. the grievance procedure which is outlined in this Staff Handbook or 2. contacting the Director of Healthcare Services directly or 3. making use of the Company’s free-phone line on 0800 016016, which is private and

confidential.

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SECTION 4 - TERMS WHICH APPLY SPECIFICALLY TO STAFF WITH A 'BANK'WORKING ARRANGEMENT

'BANK' STAFF

Bank staff are employed on a casual basis for the hours required by the Company. There is notnormally continuity of employment between shifts worked. Nor is there any mutuality of obligationbetween the parties to offer work or accept work if offered. They are paid at the agreed hourly ratefor each hour worked.

The following sections of this handbook apply to a bank working arrangement:

Section 1 – All, except the sections on:

• Agreed other absence• Guarantee of employment• Overtime• Probationary period• Parental leave• Time off to care for dependants

The following sections will only apply if shifts have been worked under a bank arrangement forthirteen consecutive weeks before the effective date of a claim:

• Annual leave – the hours to be paid for a week’s leave will be the average worked over theprevious thirteen weeks

• Statutory sick pay• Maternity leave and statutory maternity pay

The following sections will only apply if shifts have been worked under a bank arrangement forfour consecutive weeks before the effective date of a claim:

Notice for termination of employment

Section 2 – All

Section 3 – All

Section 4 – All except the disciplinary procedure

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CONTENTS PAGE

AbsenceAccidentsAlcohol, drugs or other intoxicantsAnte-natal careAttendanceBank and public holidaysBank staffBereavement leaveCar parkingCarrying of cashComputer security procedureConfidential informationDisabled personsDisciplinary procedureDress codeDriving licenceEmployees' propertyEmployment of family membersEqual opportunitiesFire instructionsFirst aidGifts and loansGrievance procedureGuarantee of employmentHarassment and bullyingHarassment and bullying complaints procedureHealth and safetyHolidaysHours of workJury serviceLanguageLiterature and other materialMaternity provisionsMedical examinationsMoney owing to the CompanyName badgesNew employees' probationary periodOther employmentOvertimeParental leavePayPay during absencePensions

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CONTENTS PAGE

Personal detailsPin numbersPrivate tradingProtective clothingPublic dutiesReferencesResidential positionsRetirementSecurity and searchSick pay and SSPSickness during holidaysSmokingSMPTelephone callsTermination of employmentTime off to care for dependantsTime sheetsTraining‘Whistleblower’ arrangements