6. Disciplinary Procedure for Addressing Performance

• Accepting inducements from third parties in connection with the Company’s affairs, including wrongful disclosure of confidential Company information to a third party • Gross immoral behaviour, including the downloading and or viewing of pornographic images on the

Company’s computer systems

• Being unfit to carry out duties as a result of alcohol or non-prescribed drugs or in possession of unlawful drugs while on the Company’s premises or business or driving a Company vehicle • Alteration of a time card, recording another employee’s time or having your time recorded by someone else

• Failure to notify the Company of any work accident, damage to property or fault that affects the safety of others, work equipment or vehicle • Gross negligence in carrying out duties instructions, wilfully ignoring responsibilities or instructions, thereby placing others in danger • Conducting acts of violence, including assault or threatening behaviour whilst on the Company’s premises or business • Conducting acts of vandalism and deliberate damage to property, equipment, products etc. • Any act deemed by the management to be seriously detrimental to the Company’s interests including discriminatory behaviour on grounds of age, sexuality, gender, race, religion or disability • Failure to follow safe working practices, thereby endangering yourself and others • Failure to follow both Company and statutory procedures in regard to money laundering (i.e. it is

Company policy that you must not accept payments in cash in excess of £1,000) • Releasing a vehicle or part to a customer without the Company having received cleared funds whereby the Company incurs an unapproved cash debtor. Authority and approval must be sought prior to the release of any such vehicle or part from a Director of the business • Deliberately mis-selling a General Insurance product including, intentionally misleading a customer in the pursuit of General Insurance sales and/or encouraging a subordinate or fellow employee to mis-sell a General Insurance product. The above list is not exhaustive.

6. DISCIPLINARY PROCEDURE FOR ADDRESSING PERFORMANCE

All Disciplinary Procedures are non-contractual.

It is essential that all employees are capable of fulfilling the position in which they are employed. If their capability is in question and normal counselling has failed then a strategy for improvement will be developed with the employee. This strategy will provide support, training and guidance (if appropriate) to overcome particular difficulties and consider whether there are any latent reasons for such difficulties (e.g. health, other personal reasons, workload, etc.) and will be conducted within a formal disciplinary procedure. This will provide a framework by which performance can be monitored, and if no improvement is forthcoming then steps can be taken towards implementing corrective actions. A reasonable and realistic time frame will be adopted.

Where a manager is not satisfied with the individual’s ability to perform their duties, the following procedure will be adopted:

Informal Warning Employees will be advised if they fail to meet the expected levels of performance and made aware of the required levels. In the first instance this will be dealt with on an informal basis. Such advice will not constitute the initiation of the formal disciplinary procedures for capability. However, if these failings continue then the formal capability warning procedure will be implemented.