King Henry’s Taverns

Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook
SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION SECTION I II III IV V VI VII VIII IX X XI XII XIII XIV XV Staff Recruitment & Induction Entitlements [SSP,SMP,HOLs] Staff Training Working Practices & Appearance Tills & Cash Taking Procedures Absenteeism Procedures Disciplinary Procedures Gross Misconduct Drugs & Alcohol Abuse Grievance Procedures Systems & Internet Access Monitoring & Data Protection Equal Opportunities Statement Licensing Law Rules Implementation References / Credits / Etc.

For Issue Date & Amendment Listings Please Refer to Section XV Please report any errors to your immediate manager

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION I Staff Recruitment & Induction

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

STAFF RECRUITMENT GENERAL STAFF. All operational staff including general assistants, cleaners, gardeners, will be recruited by the immediate house management. All staff induction training will be undertaken by the house manager and they will be required to read, and understand the details included in the Company Induction Pack. This MUST be issued to them before they start work. Further training particularly concerning basic Food & Hygiene training MUST be dealt with under the Training Section of this Handbook and in the light of those instructions issued in the Employment & Working Time Directive Instructions as supplied to each house. It is IMPORTANT that the House Manager take note that any prospective employee must have reached their sixteenth [16th] birthday prior to their employment by the Company. The House Manager MUST also take account of the Employment & Working Time Directive Instructions regarding the employment of young persons, which are those of the ages 16 and 17 years. Once an employee has reached their eighteenth [18th] birthday then they can be treated as “normal” workers under the present Working Time Directive. CRITICAL STAFF. Staff, critical to the Company’s professionalism and development will be recruited in accordance with the Employment & Working Time Directive Instructions. Such staff will include senior managers, management couples, trainee managers & trainee assistant managers, chefs and any other senior administrative staff, which may be required from time to time. Head chefs will be appointed by the immediate managerial staff but their credentials and food & hygiene certification must be submitted to the Training Manager / Personnel Departments.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION II Entitlements SSP/SMP/SAP/Holiday Pay

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

SICK PAY ENTITLEMENT

The Company will pay Statutory Sick Pay to members of staff that are absent from work because of sickness so long as they meet the statutory criteria. SSP is not normally paid for the first three (3) days of any absence due to sickness unless the employee has been absent due to sickness within the previous eight (8) weeks. The Company will normally pay SSP at the statutory rate in force, at the time, for a maximum of twenty- eight (28) weeks. Employees must inform their immediate managerial staff on the first qualifying day and provide a medical certificate of absence as soon as they possibly can. Certain employees, such as those whose pay is below the Lower Earnings Limit, are excluded from receiving SSP payments. As SSP seems somewhat complicated if you have any queries or need a statement as to why the Company cannot pay you SSP please contact your manager who will be able to obtain the necessary detail from the Company’s payroll department.

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MATERNITY PAY (SMP) & LEAVE DETAIL. SMP is extremely complex and these notes are intended as a general guide to those employees who are pregnant or who have recently given birth. Generally every employee who is pregnant has the right to Ordinary Maternity Leave for a period of 26 weeks from the first day that their employment began. Those women who have been continuously employed for 26 weeks at the beginning of the 15th week prior to expected date of confinement are entitled to a further 26 weeks Additional Maternity Leave giving a total of 52 weeks. Women are legally obliged to take a minimum of two (2) weeks maternity leave after giving birth. This is called Compulsory Maternity Leave. Ordinary Maternity Leave Employees who qualify for the ordinary maternity leave of 26 weeks, are entitled to receive all their contractual benefits including holiday entitlements but excluding pay whilst they are absent. They are also entitled to return to their former job at the end of the period of Ordinary Maternity Benefit. Additional Maternity Leave Employees who qualify for Additional Maternity Leave have the right to a further 26 weeks leave which carries on from the period of Ordinary Maternity Leave. This additional leave is unpaid. Contractual arrangements, as for the Ordinary Maternity Leave, remain in force including the accrual of annual holiday entitlement. Such an employee is entitled to return to her former position, but if this is impracticable then she should be offered an alternative position on the same condition as her former position. Notifications Employees are required to comply with the following procedures in order to qualify for any type of Maternity Leave and / or pay. Within a minimum of 15 weeks prior to the expected date of confinement the employee must inform the employer that: • She is pregnant • • The expected date of confinement. This must be supported by the submission of a MATB1 form, which must be passed to the Company’s payroll staff. The date at which she intends to start her maternity leave. This must be submitted in writing to her immediate supervisor who will pass this on to the Company’s payroll staff.

On receipt of the above detail, and within a maximum of 28 days thereafter, the Company’s payroll department will inform the employee, in writing, of her full entitlement to maternity leave and the date of her expected return to work. The earliest date at which the employee can start maternity leave is 11 weeks prior to the date of expected confinement. An employee will be allowed to change her mind when she wants to begin her Maternity Leave as long as she gives notice, in writing, of her intention giving at least 28 days notice. There is no need for an employee to inform her employer of her return to work at the end of the maternity leave period(s) unless she decides to return early when she must give her employer a minimum of 28 days notice of her intention to do this. If in default of this then the employer may postpone her return to work until then end of the 28 days notice she should have given or at the end of the relevant maternity period(s), whichever comes first. An employee does not lose the right to return to work if she does not follow the correct notification periods but the employer may take appropriate disciplinary action if she fails to return to work after the maternity leave period(s).

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SMP (Statutory Maternity Pay) Employees who have been in continuous employment for at least 26 weeks ending on the 15th week prior to the expected date of confinement, and who meet the following conditions are entitled to receive SMP through their employer. The employee must: • • Still be pregnant at the 11th week before the expected date of confinement or have had the baby by that time Have average weekly earnings at least equal to the Lower earnings Limit for National Insurance purposes during the 8 weeks prior to the 15th week before confinement Give the employer a minimum of 28 days notice that she intends to be absent from work due to her pregnancy Provide the employer with the medical certificate MATB1 confirming the expected date of her confinement. SMP is then payable for up to 26 weeks. The first six weeks are at the higher rate which is equal to 90% of the employees average earnings and twenty weeks at the standard rate which the government change from time to time

• •

If an employee does not qualify for SMP from the employer then she will be informed of this fact on a standard SMP form, which she must submit to her local Social Security office with a claim for them to pay her SMP. All pregnant employees are entitled to take time off will full pay during working hours to receive antenatal care. The employer may require the employee who wishes to take time off for these purposes to provide a relevant medical certificate of her pregnancy and appointment card for all except the initial appointment. An employees maternity leave will automatically start if she is absent from work for a pregnancy related absence during the four weeks before the expected date of confinement.

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PATERNITY PAY (SPP) & LEAVE DETAIL. During Paternity Leave, most employees will be entitled to Statutory Paternity Pay (SPP), which will be the same as the standard rate of Statutory Maternity Pay (SMP). Eligibility An employee must satisfy the following conditions in order to qualify Paternity Leave and Statutory Paternity Pay. The Notification Week as discussed below is the 15th week before the expected week of confinement. • Be the biological father of the child, or the mother’s husband or partner (male or female) • Have or expect to have responsibility for the raising the child • Have worked continuously for the employer for 26 weeks leading into the Notification Week • Have average weekly earnings at least equal to the Lower Earnings Limit for NHI purposes over an eight (8) week period leading up to the Notification week. Employers may ask an employee to provide a self-certificate as evidence that he or she meets these conditions The self-certificate must provide information required and include a declaration that the employee meets the necessary conditions. Taking Paternity Leave An employee is permitted to take Paternity Leave in either one week or two (2) consecutive weeks. Leave may start on any day of the week on or following the birth but must be completed: • Within 56 days of the birth date of the child, or • If the child is born early, within the period from the actual date of up to 56 days after the expected week of birth Notification Procedure An employee who wishes to take Paternity Leave must notify the employer by the Notification Week by completing an SC3 – Paternity Leave/Paternity Pay Form, which is part of the Employment & Working Time Directive Instructions detail. Please note that this form also includes the standard Terms & Conditions governing SPP Contractual Benefits during Paternity Leave An employee on Paternity Leave is entitled to enjoy normal terms and conditions of employment, with the exception of pay, and is entitled to return to the same job following Paternity Leave. If an employee has a contractual right to Paternity Leave or Paternity Pay as well as the statutory right, the employee may take advantage of whichever is the more favourable. Employees should clearly understand however, that when payment of contractual paternity pay is made this is inclusive of any SPP entitlement i.e. employees are not entitled to both, unless the employer agrees otherwise. Paternity Leave and Adoption The partner of an Individual who adopts, or the other member of a couple who are adopting jointly may be entitled to Paternity Leave and Paternity Pay. Further details of this entitlement are set out in the section on adoption leave and adoption pay.

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ADOPTION PAY (SAP) & LEAVE DETAIL. Adoption Leave Employees will be entitled to 26 weeks paid Ordinary Adoption Leave and 26 weeks unpaid Additional Adoption Leave, in order to care for a new1y adopted child up to 18 years of age upon meeting the eligibility criteria. To qualify for adoption leave, an employee must: • Be newly matched with a child for adoption by an approved adoption agency • Have worked continuously for the same employer for 26 weeks leading up to the week in which the employee is notified of being newly matched with a child from an approved adoption agency Only one period of leave will be available irrespective of whether more than one child is placed for adoption as part of the same arrangement. Ordinary Adoption Leave During Ordinary Adoption Leave, an employee is entitled to all normal contractual benefits but excluding pay, whilst absent on leave and is entitled to return to their original job at the end of the Ordinary Adoption Leave period. Additional Adoption Leave Additional Adoption Leave runs after the end of the Ordinary Adoption Leave and is unpaid. The employee's contract of employment runs during this leave and the employee is entitled to return to their original job at the end of the Additional Adoption Leave. However, if this is not reasonably practicable, the employee should be offered a similar job with no less favourable terms or conditions than their original job. Notification Procedures To qualify for adoption leave, an employee will have to give the employer documentary evidence — a matching certificate — from the adoption agency as evidence of entitlement to adoption leave. The employee must also comply with the following procedures: Within seven days of being matched for a child, the employee must give the employer notice of: • The date the placement is expected to take place. • The date on which the employee intends to take adoption leave. Within 28 days of notice from the employee the employee’s notice must respond writing to the employee confirming their full entitlement to adoption leave, both Ordinary Adoption Leave and, if applicable Additional Adoption Leave and the date at which the employee is expected to return to work An employee who is adopting may choose to start adoption leave: • From the date the placement is expected to take place. • From a fixed date which can be up to 14 days prior to the expected date of placement. Employees will be able to change their mind about the start date of the adoption leave, providing the employee tells his or her employer at least 28 days in advance. The employee does not need to give any notice of a return to work if they simply return at the end of the adoption leave period. I an employee wishes to return to work before the end of the entitlement then they should give the employer 28 days notice of this intention in writing. If such notice is not forthcoming then the employer reserves the right to delay the employee’s return until the end of a 28 day period of the end of the adoption leave, whichever falls earliest. An employee does not lose the right to return to work if they do not follow the correct notification requirements as stated but they may be subject to disciplinary action should they not return to work directly after the adoption leave ends.

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Statutory Adoption Pay Statutory Adoption Pay is payable for 26 weeks at the same rate as Statutory Maternity Pay [which changes from time to time] and to qualify for this the employee must: • Be continuously employed for at least 26 weeks by the date they are informed by the adoption agency that the employee has been match with a child. • Have average weekly earnings at least equal to the Lower Earnings Limit for NIC purposes over an eight (8) week period leading up to the date the employee matched with a child. • Give the employer the required minimum notice that they intend to be absent from work because of an adoption. • Provide the employer with an adoption certificate from the adopt agency as evidence of entitlement to SAP Adoption Placement Ends If the child’s placement ends during the adoption leave period, the employee will be able to continue adoption leave for up to eight weeks after the end of the placement. Paternity Leave With Respect to Adoption The partner of an individual who adopts may be entitled to Paternity Leave & Pay. When a couple adopt they can decide who takes the adoption leave and who the paternity leave. The same employee may not take both.

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ANNUAL HOLIDAY ENTITLEMENT All employees’ annual holiday entitlement is four (4) weeks in any holiday year. The holiday year runs with the Tax year, which is 6th April one year to 5th April the next year. Holiday entitlement accrues at the rate of 1/12 of the full annual holiday entitlement on the 6th of each month in advance. Part-time employees annual holiday entitlement accrues on a pro-rata basis. The Company does not recognise public and bank holidays and considers these to be normal working days. This is because the nature of the Company’s business generally means that these days are the busiest days in the Company’s calendar. All employees holiday pay will be based upon the average earnings over the previous twelve (12) working weeks or over the number of weeks worked to date if an employee has not worked for the stated twelve weeks prior to the calculation. Daily rates for “days off” will be proportionally calculated using the numbers of hours worked in the same period as the payment amount calculation. In the event of an employee leaving, the holiday pay accrued less that taken up to and including the termination date, will be calculated as above and paid to the employee subject to the terms under the recovery of cash owed to the company by the employee at the time of leaving. If on leaving an employee has taken more than the accrued holiday then an appropriate deduction will be made from the employee’s final payment to recover any such over payment. All accrued holidays must be taken in the relevant holiday year or they will be lost. There will be no carrying over of holiday accrued in one year into the next unless under certain extenuating circumstances, which can only be approved by the Managing Director, or his appointed agents. All holiday periods must be authorised in advance by the immediate management and they should not make firm holiday arrangements until such time as their holiday request has been so authorised. Employees who take unauthorised holiday will be subject to disciplinary action. No more that two (2) weeks holiday can normally be taken at any one time. In exceptional circumstances periods longer than two (2) weeks may be permitted at the sole discretion of the immediate managerial staff Employees are required to submit a completed Holiday Request Form (available from your immediate manager) to the manager as soon as is reasonably possible giving a minimum of two (2) weeks notice prior to the holiday required holiday start date. Failure to comply with this may result in your request being refused due to staff rota detail. Holidays may be refused by your manager if you wish to take holiday during the busiest times of the year for the Company and in any event will be authorised on a “first come – first served” basis. The granting of all holiday requests will be subject to adequate cover being available in all relevant departments and the overall needs of the Company being able to continue its business satisfactorily. Employees who become sick immediately before a planned and authorised holiday and who’s sickness extends into this holiday period will be allowed to take the holiday at another time under the same terms of reference. This will be subject to the production of a medical certificate of sickness issued by a medical doctor. Employees who become sick whilst taking a planned and authorised holiday will not be allowed to take their holiday another time.

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PARENTAL& DEPENDENTS LEAVE Parental Leave After a continuous service period of one year employees are entitled to a maximum of 13 weeks unpaid Parental Leave for each of their children under five years old. Parents of disabled children are entitled to a total of 18 weeks parental leave, which can be taken at any point until the child’s 18th birthday. Where an employee adopts a child under the age of 18, they are entitled to Parental Leave during the five years after the adoption, or until the child’s 18th birthday whichever is earlier. A maximum of four (4) weeks Parental Leave may be taken in any one year. Parental Leave may only be taken in blocks of one complete week or more with the exception that parents of children with a disability may take Parental Leave one day at a time. Employees are required to give the employer a minimum of 21 days written notice of their intention to take Parental Leave. Employers have the right to postpone Parental Leave for up to six (6) months, if it can be established that, the business would be disrupted by the employee being absent with the exception that, Parental Leave requested immediately after the birth of a child may not be postponed, provided that the employee has given the employer 13 weeks written notice of this intention. Statutory Backdated Entitlement for Parental Leave Parents of a child who was born between 15th December 1994 and 14th December 1999, may now take 13 weeks leave at any time, up until 31st March 2005, even though the child may be aged over five years when the leave is taken. Parents of disabled children will not be limited and will be allowed their full Parental Leave entitlement. Qualification for this backdated entitlement is that an employee must have a minimum of one year’s service, which may include service with a her employer, continuous or not. Dependants (Time Off) Employees are entitled to a reasonable amount of unpaid time off to deal with unexpected problems with a dependant. A dependant is classed as a partner, child or parent who resides with the employee as part of the immediate family, or any other person, who relies on the employee for some assistance. Time off will generally be granted for: • Birth, illness, injury or death of a dependant. • Making arrangements for the care of a sick or injured dependant or to take care of unexpected disruption to existing care arrangements • Dealing with incidents arising with an employee’s child(ren) during normal school hours. This right does not need any minimum length of service requirement but employees are required to inform their immediate management of their absence and how long this may be for.

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FLEXIBLE WORKING Eligible employees with children under six years old (or disabled children under 18) have the right to request a flexible working arrangement from their employer in order to care for their children. This right applies to both men and women. Flexible working arrangements may include changes to an employee’s rest days or hours of work. Job-sharing, working during school term times only or working from home where practicable. Whilst an employer is not obliged to grant requests for flexible working hours the employer does have a legal duty to consider all such requests. An employer can only refuse a request for flexible working where business detriment can be positively demonstrated. Eligibility An employee must meet the following requirement to be eligible for flexible working: • Have 26 weeks continuous service with the same employer • Be bringing up, and be responsible for the raising of a child under 6 years old or 18 years old in the case of a child with a disability. • Be making the request for flexible working in order to care for the child • Apply to their employer no later than two (2) weeks before the child’s sixth, or eighteenth birthday, in the case of a child with a disability. • Have not made a request to work flexibly in the twelve (12) months previous to the present request. Procedure All requests must be made in writing, to the management, with as much notice as is possible and clearly stating the actual requirements for flexible working. On receipt of a request the employer has 28 days to agree to the request or to arrange a meeting with the employee to discuss the request. The employee has the right to be accompanied to any such meeting. The employer will be subject to a penalty equal to two (2) weeks pay, with a maximum of £260 per week (maximum as at May 2003) if this right of accompaniment is not allowed. The employer has 14 days, after any such meeting, to set out the decision to the employee, in writing. This will include the confirmation of the details of the request as defined by the employee and qualified at the meeting. The employer must, if the request is refused, set out credible business reasons in writing, why the request to work flexibly has been refused and inform the employee that they have 14 days in which to appeal against the refusal.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION III Staff Training

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

STAFF TRAINING Staff training will be carried out in accordance with the Employment & Working Time Directive Instructions as supplied to all houses. As the Company’s business is food orientated all staff must be trained in basic Food & Hygiene and those employees who fall between the ages of 16 and 25 [candidates must be no older than 25 after completion of the course] can where possible be entered on an NVQ course in Food & Hygiene. This will take place in the work environment but employees will be required to offer themselves for an internal assessment by the Company’s training personnel in addition to the NVQ assessors who visit from time to time. For those employees above the age of 25, the Company will devise either its own internal Food & Hygiene training, which will be carried out by qualified training personnel within the Company or they will be placed on a fee paying course at the Company’s expense. This will involve a condition which will be the subject of a training agreement whereby the employee will agree to repay a proportionate part of any training fee paid out by the Company on their behalf should they leave the Company’s employ prior to any agree term after the determination of their training. This will usually be 12 months. New employees will be familiarised with the requirements of their employment and various important, initial topics, will be brought to their attention at their induction by their immediate managers. Each new employee will be provided with a Starter Pack, which is part of the Employment & Working Time Directive Instructions and an employee MUST NOT start work without having read and signed an Induction Pack. Completed signed parts of the pack must be posted to the wages / admin department at the earliest possible time. This initial induction by the immediate managerial staff will include a tour of the premises to get the employee orientated and also be shown the areas covered by the Company’s Risk assessment procedures. Senior critical staff members will be recruited and trained centrally, as adequately discussed in the Employment & Working Time Directive Instructions.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION IV Working Practices & Appearance

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

WORKING PRACTICES & APPEARANCE

Minimal working practices are included in the Induction Packs as provided at the time of starting work and these basic essentials are to be implemented to the full. This section of the Handbook elaborates on these important details and discusses the possible disciplinary actions, which may be taken if an employee does not conform or act upon the Company’s working practices. It is important that all employees comply with the following Code of Conduct and Company Rules. Breaches of these will be dealt with under the Disciplinary Procedures as outlined in this Handbook. Particular attention should be paid to the non-exhaustive list of Gross Misconduct examples included in this Handbook as breaches of these will result in immediate dismissal without notice. All staff are expected to maintain a high standard of behaviour and performance at all times. Company Rules The rules regarding absence from work and the required notification of the same as indicated in the Absenteeism Procedures section of this Handbook must be complied with by all employees. Arrival times at work should be prompt and in time to commence work at designated times and you should remain at work until the relevant finish time as determined by your immediate superior. Requests to start later and finish earlier than designated times, must be sanctioned by your House Manager. The Company reserves the right not to pay employees for time lost due to inappropriate time keeping. Continual poor time keeping will result in disciplinary action. Standard & Conduct All employees are required to maintain satisfactory standards of performance at work with a high level of quality, accuracy and diligence. Co-operation with colleagues and management are expected in order that the team effort principle is apparent to all staff and customers especially. All necessary steps should be taken to safeguard the Company’s image and to preserve positive relationships with customers, suppliers and all other contacts. Discrimination of any persuasion will not be tolerated either within the Company or with its suppliers and customers. All reasonable management instructions must be complied with without argument or any negative attitude. All of the Company’s operating policies and procedures must be followed at all times. Only staff who have been specifically designated and authorised by management will be allowed to handle cash or receive payments of any kind from customers on behalf of the Company. Staff are not permitted to make, or take, personal calls except with the express permission of the immediate management. Such permission will only be granted in extenuating circumstances such as family problems etc. All personal mobile phones must be switched off at all times during normal working hours with the permitted exception during rest periods during working hours and under similar extenuating circumstances as for the Company’s telephones above. Unauthorised use of personal mobile phone will result in disciplinary procedures.

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Working Time Flexibility Employees may be required to work extra hours at short notice to either cover for a colleague who has reported sick, or to cover an extremely busy time for the Company Certain members of staff may be required to complete various duties of a reasonable nature but which fall outside their normal job description. Due to the nature of the Company’s business, which is effected in several outlets, employees may from time to time be requested to work at another of the Company’s outlets to accommodate staff illness or pressure of work at the other location. Confidentiality Employees are required to maintain a high level of confidentiality, both during their employment and at any time after leaving the Company’s employ, regarding all information acquired in the course of their employment about the business of the Company, its customers, suppliers and all other agents, and except in circumstances where a court of law may decide otherwise, not to disclose any such information to any third party. Employees are not permitted to engage in outside activities, which could be construed as being in competition with the Company and are required to notify the Company prior to taking other employment in order that no conflicting areas are involved. Any queries received from outside agents, particularly from the media, are to be referred to the management with immediate effect. Employees must not, under any circumstances, attempt to deal with such contact and / or queries themselves. Dress Standards Standards of dress are laid out in the Induction Pack as issued to each employee prior to their commencing induction training. It is important that these instructions are carried out and the information in the Induction Pack is considered to be part of this detail. In addition all staff members must wear their name badges at all times, whilst on duty, the only allowable exception being in the case of those employees who have only just joined the Company and are awaiting delivery of their name badge. All items of clothing supplied by the Company must be returned on termination of employment. If this is not the case then the Company reserves the right to make a deduction to cover the cost of the same from any final payment made. Health & Safety Employees are required to read the Company’s Health & Safety Policy and then ensure that they follow these important statutory procedures and ensure that the relevant safety equipment and clothing is used and worn at all times whenever applicable. All accidents, no matter how minor, need to be reported and an entry made in the House Accident Book. Serious accidents, which involve on site paramedic attention and / or a hospital visit directly after the accident may be reportable to RIDDOR [Managerial staff please refer to the Company’s Employment & Working Time Directive Instructions] Risk Assessment The Company’s on site managerial staff should be instrumental in showing you the relevant Risk Assessment detail and you should take time to read this detail with some care and thought as it is this which may be instrumental in saving you from suffering an unnecessary injury at work. The Risk Assessment identifies the various areas of your working environment where you could be at risk and what to do about it to prevent any harm coming to you. It is very IMPORTANT that you are completely conversant with this and if in doubt of any area of this documentation you should discuss it with your House Manager.

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Company Property None of the Company’s property may be removed from any premises except for use on authorised Company business. The Company reserves the right to make deductions from an employees wage in respect of any misuse or damage of such equipment, which shall cover the cost of repair or replacement. All Company equipment property, equipment, clothing and items deemed to belong to the Company must be returned to the Company on termination of employment with the Company. The Company may request to search employees, their personal effects or vehicles. Such searches will be effected by a person of managerial status in the presence of an independent witness. Refusal to comply with all such requests will result in the calling of the local police authorities to carry out the search on the Company’s behalf. Failure to co-operate in such matters may be construed as a matter of gross misconduct. Personal Effects The Company cannot accept responsibility for employees’ personal possessions and employees must ensure that these are kept in a safe place whilst on Company premises. Lost & Found Property Any employee, who finds property belonging to a customer, or a colleague, must report the find to the House Manager with immediate effect. Company Business Expenses The Company will normally reimburse expenses incurred in the completion of authorised company business and will require receipts for such expenses. However, the Company reserves the right to refuse to reimburse any expenses considered unreasonable or unnecessary. Working Environment Employees are requested to use the Company’s equipment; materials and services with some care and thought for the general environment as well as their working one. Wastage should be kept to a minimum. Doors & windows kept closed in inclement weather and unnecessary heating & lighting switched off. Water taps must not be left running unattended and all equipment must be shut down and switched off when not in use. In order to maintain the best working environment which appears pleasant and healthy to all staff and customers especially smoking by staff whilst on duty is not permitted anywhere on the premises. Personal Details Any change in personal details such as address or telephone number must be notified to the Company with immediate effect in order that the Company’s personnel files are accurately maintained in accordance with the Data Protection Act 1998. Please note that next of kin details are required in order that we have a contact in case of emergency. The Company has a legal requirement to supply each employee, including ex-employees who were working for the Company on the relevant 5th April, with a P60 at the end of the Tax year in which the employee was employed. This has to be provided no later than 31st May following the end of tax year 5th April under present directives. It is with this in mind that we ask ex-employees, who were working at the end of the relevant Tax Year, to keep us informed of any change of address made after leaving the Company. This need only be done within the Tax year in which they left the Company’s employ!

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King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION V Tills & Cash Taking Procedures

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

TILLS & CASH TAKING PROCEDURES Only employees authorised by the management on behalf of the Company, will be able to access the tills and take payments from the customers. Employees who breach this procedure will be subject to disciplinary action. Suitable training will be given to those employees authorized for these duties at the time of their induction. All transactions will be recorded on the till(s) and will show on the electronic journal till roll. Cash – all cash transactions should be dealt with the utmost efficiency and any resultant change should not be “dumped” into a customer’s hand or on the adjacent bar but should be carefully checked when counting out to the customer. Most errors are within the area of cash handling by either shortchanging or over paying the customer. Cheques – authorised employees must not accept a customer’s cheque without the customer providing an acceptable cheque card to accompany the payment. Care should be taken to ensure that the Cheque Card matches the Cheque account; signatures on the cheque and the card match and the card number must be written on the reverse side of the cheque. Only then should the customer’s card and receipt be given back to them. Credit Cards – In the case of a credit card transaction requiring a signature[ not a chip and pin transaction] authorised employees must check that the signature on the PDQ (credit card) slip matches that as shown on the card prior to returning the Card and the PQQ slip back to the customer. If an employee is in any doubt over any of these procedures especially a doubt regarding the matching of signatures then they should refer their concern to their House manager. Employees are not permitted to discount the Company’s products without prior consent from their immediate manager. Employees are not permitted to purchase goods on their own behalf during working shifts without the strict prior permission if their manager / supervisor. Customers’ who wish to start a “tab” for their drinks and meals must provide a credit card, which must be swiped to validate it and to maintain a record of the relevant customers’ details. Training on the Company PreAuthorisation system for customers tabs will be provided by The House Manager Under NO circumstances are customers Credit Cards to be retained for the purpose of a tab. At the end of working shifts the till(s) will be checked and “cashed up” to ensure that the amount of money, above the amount of the float, matches the amount of the sales recorded by the till rolls. Money collected through this process will be banked each and every day. Night safe facilities are provided in order that monies can be banked over periods (Bank Holidays) when the banks are not open for normal business. All employees are responsible for the cash that they handle and any losses to the Company due to the negligence of the employee will be deducted from the particular employee’s pay under the terms of the Employment Rights Act 1996

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION VI Absenteeism Procedures

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

ABSENTEEISM PROCEDURES

Any time off taken by employees for any reason other than sickness must be authorised in advance by the employee’s immediate management. Unauthorised absence from the work place can be costly to the Company and considerable inconvenience caused to both ones colleagues and managers alike. Sickness As discussed in the Entitlement section, employees who are away because of illness must inform their immediate managers at the earliest possible moment giving the known reasons for the absence. Due to scheduling of the staff rota it is also extremely important that the employee keeps the management updated on the absence during the illness and, if at all possible, the probable length of the absence. Where the absence lasts for seven (7) days or less then the employee must complete an absence form immediately on their return to work. An absence form is provided as part of the Employment & Working Time Directive Instructions. The employee must provide a medical certificate, if the illness lasts more than seven (7) days, and the management must pass this on to the payroll staff with immediate effect. Failure to comply with these requirements will result in the delayed payment of any SSP. Such employees, immediately on their return to work, must also complete an absence form. The House Manager will discuss the completed form of absence with the employee and will authorise the absence and form acceptance, which will then be forwarded to the Admin / Personnel / wages department. It may be necessary in the case of long term illness for the Company to obtain a medical report from an employee’s doctor in order to ascertain detail regarding the employee’s medical condition and any possible effects on the employee’s ability to continue working or the long term possible absence. The Access to Medical Reports Act 1988 gives the employees certain rights and should the Company find it necessary to obtain such a report then the employee will be asked for their written consent for this event. The employee will be advised at the time of this request of their rights under the said Act. Rights to Statutory Absence Public duties such as Jury Service require that the employee is given time off to perform these duties. There is no statutory right for this time off to be paid for. The non-exhaustive list of public duties, which qualify for this type of absence are as follows: Justice of the Peace Members of Local Authorities – Local Councillors Members of a Statutory Council Members of a Police Authority Prison Visitors Members of NHS Trusts, Health Authorities, Health Board etc Member of Educational Bodies such as school governors etc. Member of the Environmental Agency. In the case of any of the above, and in particular for any Jury Service, the employee should inform the immediate management of the possible absence with an indication as to the length of the possible absence, where practicable.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Employees are requested to make normal medical appointments and the like outside of normal working patterns but, in instances where this is unavoidable time will be allowed off, generally unpaid, so long as reasonable notice is given to the House Manager. Other absences, which relate to maternal, paternal & care leave absence, are outlined in the Entitlement section of this Handbook. Management Absence Control It is easily understood that continual unauthorised and excessive absence can be extremely disruptive and costly to running of a smooth operation. It is therefore extremely important that the management take note of the extremely important area of control and statutory requirements concerning absenteeism. Ensure that your employees are fully conversant with the foregoing requirements concerning their possible absence from the work place and inform them that, in instances where these procedures and directives are not carried out to the full, they may be subject to disciplinary action. Make sure that all your employees are fully aware of the rules & procedures regarding absence. These are outlined, once again, below: o For reasons, other than sickness, prior authorisation must be obtained for all absences with an Absence Form being completed by the employee and signed by the management. o In all cases where and absence lasts for seven (7) days or less and Absence form must be completed by the employee immediately on return to work. o Where an absence last’s more than seven (7) days a medical certificate must be obtained by the employee and forwarded to the Admin / Personnel / Wages personnel. The employee must complete an Absence form immediately they return to work. Management should interview every employee who has been absent from work, in all cases, and discuss the reasons for the absence as recorded on the Absence form. Management must then decide whether to accept the reasons for the absence or not. The onus to prove reasonable grounds for an absence is on the employee. If you are not satisfied with the reasoning then you must defer any decision, inform the employee of this, and discuss the issue with the senior management or Company director(s). It is extremely important that the management do not discriminate against employees who have a disability, which causes either long term, or persistent, short-term absences. In this respect you are advised that certain mental conditions and illnesses are classed as disabilities and what looks to be a simple case, in terms of absenteeism and the management’s dealing of it, can be extremely complicated. If the management feel it necessary to acquire a medical report on the condition of an employee they must discuss this with the employee and acquire their written consent for this procedure. An employee cannot be forced to authorise their medical advisers to supply such a report. The management are advised to keep a complete record of the absenteeism of their employees and discuss with the employee any concerns that they have with a particular employee in regard to either continual unauthorised absence or if a pattern of absenteeism occurs. This is not an easy area to either comprehend or to easily manage. It is important however that management do not make matters worse than they could be.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION VII Disciplinary Procedure

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

DISCIPLINARY PROCEDURE

The Company’s management are required to establish standards of discipline within the confines of this detail and employees should expect to receive fair and consistent treatment. The following procedure formulates the Company’s methods on which managers must deal with disciplinary matters and those, which the employee under disciplinary action, can expect to receive. All offences, which fall under the disciplinary code, will be fully investigated in an attempt to establish the facts of the individual case. The employee will be kept informed throughout any such investigation and also given the opportunity to state their side of the story before any disciplinary hearing or meeting is arranged. The management must give the employee adequate warning in writing of any impending disciplinary hearing in order that the employee may prepare for such meeting. Employees are entitled to be accompanied by a fellow employee or a Trade Union Official at any stage during the procedure and at any resultant meeting. Under certain severe disciplinary investigations it may be necessary to suspend the employee whilst an investigation is being undertaken. In any such cases the employee will be suspended on full pay, which will in most circumstances be calculated an average. Any suspension in this respect will not constitute, or be part of, any possible resultant disciplinary action. It must be recognised that The Company Disciplinary Procedure is a mechanism to improve standards and performance. Further training and assistance will be offered on this basis. Procedures for disciplinary action will be as follows: Verbal Warning – The employee will be advised that their performance or conduct has been unacceptable and that these must improve over an agreed period. The required standards will be explained to the employee in order that they fully appreciate what is expected of them. This warning will be given verbally and subsequently confirmed in writing. Written Warning – After initial verbal warning the employee will be monitored and if no improvement is forthcoming then the procedure will escalate to this written warning. Discussion with the employee will follow the same detail as for the verbal warning but in this instance the employee will be provided with the written warning at the end of the hearing and will be required to sign for a copy document. Final Written Warning – Without further improvement over the agreed monitoring period the disciplinary procedure will escalate to this stage. The format will be exactly as for the above but in this instance the employee will be advised that failure to improve will result in dismissal. It is recognised that any disciplinary warnings given will remain on an employees file for the time period recorded at the disciplinary meeting. Dismissal – If none of the foregoing has been heeded then the Company will terminate the employee’s contract, with or without notice, and this will constitute the dismissal of the relevant employee. Depending on the seriousness of the offence, causing the implementation of the disciplinary procedure, the Company reserves the right to begin the procedure at either the Written Warning or even the Final Written warning stage. In the case of gross misconduct the procedure will move directly to the dismissal stage.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Employees have the right to appeal against disciplinary action taken against them as laid out in the Appeal Procedure. A disciplinary form is provided in the Relevant Forms section of the Employment & Working Time Directive Instructions located on the Pro Pay System. All disciplinary action must be recorded in the employees file and on the electronic recording in the pro Pay System Management must, above all, must ensure that the “punishment” fits the “crime”. Severe penalties placed on an employee for a minor offence, or the repetition of such an offence, may result in a claim of wrongful or constructive dismissal.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION VIII Gross Misconduct

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

NON-EXHAUSTIVE LIST FOR GROSS MISCONDUCT The Company will consider the following examples of behaviour as acts of gross misconduct and which will result in summary dismissal without notice. • Assault or acts of violence or aggression. • Unacceptable use of obscene or abusive language. • Serious insubordination and or walking off shift. • Refusal to carry out reasonable management instructions. • Possession or use of alcohol or illegal drugs on Company premises. • Acts of discrimination of a sexual, racial, religious or disability nature. • Gambling, or bribery and or corruption. • Acts of sexual harassment or indecency. • Bringing the Company’s name into disrepute. • Falsification of records or Company data including those in obtaining employment with the Company • Theft, dishonesty or fraud. • Deliberately falsifying of hours worked. • Gross negligence. • Sleeping whilst on duty. • Damage to either the Company’s, colleague’s or customer’s property • Unauthorised use of, or access to Company’s computers or computer data. • Breaches of the Company’s Health & Safety policy. • Breaches of confidentiality including unauthorised disclosure of Company business to any third party. • Unauthorised copying of computer software or data except as authorised as required during normal working procedures. • Accepting gifts from outside organizations. Suppliers or other organizations, which have not been approved by the Company.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION IX Drugs & Alcohol Abuse

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

DRUGS & ALCOHOL ABUSE Drug Abuse (or misuse) With the exception of any prescription drugs as prescribed by one’s doctor, any employee found to be in possession of, taking, buying or the selling of illegal drugs will be summarily dismissed under the Company’s gross misconduct rules. Consumption of Alcohol Employees are expressly forbidden to consume alcohol when at work, unless authorised by senior management. Employees are also strictly forbidden to bring personal alcoholic drinks onto the Company’s premises under any circumstances. Any breach of this detail will be treated as gross misconduct and may result in summary dismissal under the Company’s gross misconduct rules. Procedures If any employee is found to be under the influence of either alcohol and / or non-prescription drugs during working hours or on the Company’s premises at any time, they will be escorted from the premises immediately and after a reasonable time of recovery the employee will be subject to the Company’s disciplinary procedures. Any behaviour of this kind will generally be considered as an act of gross misconduct All employees are requested not to cover up for colleagues who have either a drug or alcohol related problem and are encouraged to discuss this with the House manager at the earliest possible time. A false sense of loyalty is both damaging to the troubled employee, the employee who is aware of the problem and the Company. Senior management should encourage any employee with such a problem to come forward and be prepared to acquire suitable professional help. Those employees with such problems should know that this confidential service is at their disposal and come forward and speak to senior management without delay. Management Awareness All will appreciate that use of illegal drugs is on the increase. No matter what your personal opinions are relating to certain drugs there are several reasons why they must never be allowed into licensed premises. o o o o The premises risks losing its licence. It will undoubtedly seriously affect the business There is a much higher possibility of violence occurring on or around the premises Above ALL these drugs are ILLEGAL.

Management should also be fully aware that they MUST NOT offer or administer even basic drugs, e.g. aspirin etc to either employees or customer’s as any person may be allergic to the medicine offered and could, in extreme cases, be fatal.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION X Grievance Procedures

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Grievance Procedure Where an employee has a grievance relating to their overall employment and / or terms of their employment they should initially discuss this with their House Manager who will attempt to resolve the issue(s). Failing this the employee should put the essence of their grievance in writing and submit this to the Personnel / Wages Department who will respond in a further attempt to resolve the issue(s) with a period of 14 days maximum. The final decision may need to be made by the Managing Director, or his appointed agent(s), and in this case the decision will be final. At every stage of this procedure the employee will informed of the progress made in attempting to resolve the grievance and meetings with the employee will be made, if necessary, to clarify and discuss points regarding the grievance. The employee will be entitled to be accompanied by a third party at all such meetings arranged to discuss the particular grievance. It will be the prime intention of this procedure to resolve any grievance with all possible speed but in circumstances where issues may prove to be complicated a longer period of time may be agreed. Handling Grievances Where an employee has a grievance they are advised, both in this Handbook and in their Terms of Employment to raise it under the above procedure. This grievance procedure is part and parcel of the contract between the employee and the Company. In the first instance the person dealing with the grievance should make every effort to resolve it at the local level with a reasonable settlement between each party being agreed. Please note that the employee has the right to be accompanied to any such meeting, which is held with the employee and they must be made aware of this fact at the time of scheduling the meeting. It is important to deal with any grievance both reasonably and speedily to foster good employee relations and to ensure that the employee is not unhappy. Healthy employee relations and a happy work force add to Company efficiency and to the overall ambience of the work place, which in the business in which the Company is engaged, is on continual public display.

In addition to these reasons there is one of a more potentially serious nature, which is generally labelled as Constructive Dismissal. A constructive dismissal occurs where an employee resigns because of a breach of contract by the employer and is simply one kind of dismissal, others of which are referred to in other sections of this Handbook. Where an employee complains of constructive dismissal and is successful in this the same rules relating to compensation apply as to those in ordinary unfair dismissals.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Actions, which amount to breaches of contract by the Company are: • • • • • • Changing the terms and conditions of the employees conditions to their disadvantage. Reducing an employee’s status, without due discussion or disciplinary action being determined. Acting in such a way as to force the employee to resign. Subjecting an employee to unfair treatment Failing to deal with an employee’s grievance under the terms of this procedure. Swearing or cursing an employee, which is a breach of employment terms of trust and confidence, which should be present between an employee and their employer.

These examples are included, as a guide only to the kinds of behaviour, which could result in a constructive dismissal claim and should in no way, be considered exhaustive.

An employee who attempts to bring about a complaint of constructive dismissal at an Industrial Tribunal will have been expected to have raised their reasons through the Company’s Grievance Procedure(s) before walking out or resigning under protest, so you will be in no doubt that any grievance(s) should be considered seriously and dealt with some care and recorded. If at the end of all discussions, meetings and proposals a complete impasse is reached then as in the case with any resignation the employee should be asked to attend an exit interview and details of this, including the definite reasons for resigning, should be recorded and the record passed to the Personnel / Wages Department at the earliest convenience. Both employees and management alike have to realise that this procedure is probably one of the most serious to both parties and every effort must be made to resolve grievances fairly and permanently.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION XI Systems & Internet Access

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Computers & Computerised Tills The Company utilises both computers and intelligent tills in the normal course of its business activities for critical analysis of all areas of the business including sales analysis and stock control. The attention of all employees’ is drawn to the following detail concerning this equipment. Authorisation All employees who are authorised to access the Company’s computers and tills will be supplied with unique codes / passwords to enable them to facilitate their normal duties on behalf of the Company. Logging On All employees must log on to computers and tills with the passwords or identification details, as provided by the House Manager. Employees must not use another employee’s access codes even with the permission of the other employee. Who is not permitted, in any event, to pass their own access code(s) to another employee. Actions of this kind will render both parties to disciplinary action. Till shut down and “Z” readings Only those employees authorised to complete end of shift or end of day reports on the Company’s tills are permitted to remove the till inserts, do a “Z” or “X” reading and shut down the till for the relevant period. Viruses etc. Whilst every effort is made by the Company’s IT personnel to protect the Company’s systems from computer viruses etc., there is a continual stream of new viruses being distributed, some of which cannot be detected by Virus Checkers, until such time that the Virus Checker supplier has had time to add this to their software library. It is for this reason that all employees, including those authorised to access the Company’s computer systems, must not complete any of the following actions Load or Run any unauthorised software (including games). Open any emails from unknown sources. Open any emails, which purport to come from Company sources but which have an attachment that is not expected. Download files off the Internet, other than those, which are issued by the Company’s personnel and accredited suppliers (eg: Stock Takers etc) and which are expected from the source. In instances where there may be an attachment which purports to come from a Company source, and about which you are not sure, you must either contact the sender, or forward the email to designated IT personnel who will check it and confirm its validity, or not, as the case maybe. Under these circumstances the attachment must not be opened until you have received confirmation or otherwise. Email The Company makes considerable use of Email in its day to day business and this is an essential part of the control over the business activities of the Company and in such circumstances only those authorised by the immediate managerial staff are permitted to use this tool. No personal emails, or other ISP installations, for personal email facilities will be permitted on the Company’s computers. The majority of the Company’s emails are effected through standard MsExcel, MsWord and other documents which must be used at all times and which training will be given to relevant staff on how to distribute these important documents.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Internet Employees are not permitted any personal use of the Internet but managerial staff will be required to access Company web sites and other official sites in the course of their management role. Such access will be permitted. Misuse Messages and other detail sent over the Internet may cause the Company to suffer legal action as claims for misrepresentation, defamation and breaches of confidentiality. It is therefore vital that emails are treated as any normal forms of correspondence. Confidential email messages concerning individual employees, especially in respect of grievance procedures, must obviously not be sent to general access email addresses in other than encrypted format. Emails and the use thereof will not normally be subject to monitoring other than under circumstances described in the Monitoring & Data Protection sections of this Handbook. Misuse of the Company’s computer systems may result in disciplinary action up to and including dismissal procedures. The following examples, which are no exhaustive, are given as examples of the many areas, which could constitute misuse, are as follows: Sending or receiving, down or uploading, displaying or printing of material, which could cause offence or embarrass others. Accessing pornographic, racist or other unlawful graphics or text. Engaging in on-line chat rooms and / or gambling sites. Transmitting unauthorised information about the Company or its associates. Copying or downloading of software. Employees are reminded that the all the software, data and information on its computer systems either belong to, or are licensed to, the Company and must not be copied and passed to any third party without the express permission of the House Manager or Managing Director. The Company also reserves the right to monitor its systems and data stored on its computer systems in order to ensure that it complies with the Data Protection Act 1998.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION XII Monitoring & Data Protection

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Monitoring The Company reserves the right to monitor employees’ usage of the following, which directly affect the Company’s ongoing business efficiency, profitability and possible liability. No covert monitoring will take place unless there is a suspicion of an activity, which may be of a criminal nature. In such circumstances monitoring will take place under the auspices of the local Police authorities and will comply with the Data Protection Act 1998. • • • • • Lateness of arrival to work by use of cameras of various formats, including CCTV. Monitoring of Emails to ensure that they are within the confines of decency and do not break the code of conduct previously discussed. Checking of computer disks to determine those web sites visited by employees. Possible recording of telephone calls. Tracking of certain Company vehicles by use of Vehicle Tracking Systems.

Prior to the introduction of any monitoring system(s) the Company will consider all of the following detail. • • • • Determine the benefits of the monitoring over any reasonable concern or disruption to the staff Indicate to the staff the reasons for implementing the monitoring system Will only use such monitoring as is considered necessary to determine the aims of the Company’s requirement. If any disciplinary action is determined from the results of the monitoring, no matter the nature of the monitoring, then the employee(s) subjected to the disciplinary hearing / meeting will be permitted access to the information acquired by such monitoring. Any information collected by any means of monitoring will be kept secure and access to it will only be permitted to those authorised senior personnel. Telephone monitoring and the recording of telephone calls will not be implemented without the prior knowledge of all relevant staff.

• •

Management Considerations. Management must comply with the provisions of the Data Protection Act 1998 when considering the monitoring of their staff. They must ensure that they keep the staff informed of normal monitoring processes at all times. Managers will not be permitted to install monitoring by image means (CCTV etc) and if they have any requirement for this it must be discussed with the Managing Director.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

The Company will designate a senior member of staff to oversee any introduction of monitoring procedures and equipment and this individual will be responsible for ensuring the following procedures are followed: Establish the Company benefits of installing a type of monitoring Ensure that the proposed type of monitoring is more than sufficient to meet the established benefits. Record and retain the benefits and reasons for using the determined type of monitoring. Inform staff being monitored that they are in fact being monitored and supply the reasons behind the decision and what they should do to ensure that they conform to Company rules or conduct and appearance. Be aware that certain sensitive material may be collected in the monitoring process and to respect the confidentiality of Show the audio and / or video collected to those employees to whom the detail relates in respect of any monitoring procedures undertaken. Video and / or audio monitoring will not be the norm, but the Company does reserved the right to so do at any time under the procedures herein discussed. Web cams may be introduced into areas of the outlets, as an integral part of the Company’s web sites and as an advertising tool. These will in no way be used as staff monitoring and the images will not be stored on the active computer or web site but will be in the realms of “streamed video” to the relevant web site. In cases of either video or audio monitoring and web cam introduction, members of the public will also obviously be included and in the event of any of this taking place prominent notices will be displayed in the relevant Company outlet. Mystery Customers & Customer Comment Cards The Company uses the services of mystery customers who visit the Company’s premises and then give a report on how they were welcomed and served and how they found the facilities within the premises that they visited. The information collected by these mystery customers and from the customer comment cards, which are provided in each of the premises for all customers are generally used to help improve the Company’s services and make a better customer environment. In certain circumstance where there is a reported breach of the Company’s Code of Conduct, Health & safety or Licensing Laws then it may be that such comments may be used in disciplinary action against the offending staff member(s). In such cases the general monitoring procedures will be followed especially where the staff member(s) are permitted to see and react to the information given by the customer. All staff must be made aware of the existence of possible mystery customers, although not whom they are, and the existence of the Customer Comment Cards, and also of the implications regarding disciplinary action that could be implemented upon comments received. Managers must not be in any doubt regarding this procedure. It is extremely important that it is right first time. If in any doubt you must discuss this procedure with the Company Managing Director.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Data Protection Act 1998 The subject Act protects those on whom either written or electronically data is held against misuse of such data. The Act states that such data can be only obtained and processed for specified [payroll etc] and lawful purposes. The data must be processed fairly and lawfully and must not be in excess of that required to meet the due demands of the specified processes. The Company is required to maintain the accuracy of the data and therefore requests that all employees inform the Company of changes in their personal information the detail of which is discussed later. All information pertaining to the areas discussed later must be held securely and only held as long as is necessary for the due processes for which it was requested. Personal Data Held Personal data on employees will be held by the Company for the following main reasons: Personnel files concerning Company induction, training and progress within the Company. CVs and internal assessment documentation. Payroll implementation, including associated benefits [tax credits, SSP, SMP etc] Health & Safety and other Employment Law legislation. Disciplinary reports. Employment history in respect of sickness, absence and holiday detail. Vehicle licence status for driving Company vehicles etc. Minimal personal information required at the recruitment and / or induction time will include full name, title, full address & post code, DOB, NINO, job status as per the Company’s standard Starter Form, and next of kin. The latter being required if there is a need to inform someone in case of accident or sudden illness. Delicate / Sensitive Personal Data No such data will be held without the express written permission of the employee, Examples of this kind of information include the employee’s sexual orientation, ethnic origin, political persuasions, religious beliefs, disabilities or general health [with the exception of medical certification required under SSP legislation] and any membership of professional employment bodies such as trade unions etc. Responsibilities The responsibility for the collection of personal data will generally fall on senior members of staff including managers of the Company’s outlets. The correlation of the data collected will be the responsibility of the Personnel / Wages Department. It will be the responsibility of this department to provide the employee with the data held on them by the Company. All personnel who have access to any data regarding employees must adhere to this policy without exclusion and should always refer request for data to the stated department. Employees requiring a copy of the data held by the Company concerning them alone need to apply in writing for this to be provided and the Company will respond within a period of 28 days from the date of the written request. The Company reserves the right to charge a nominal administration fee for such requests which will not exceed the sum of £10. Use of Personal Data The use of all personal data must only be used for those purposes outlined in this procedure /policy and the disclosure of any employee’s personal data outside of this will subject the person providing the restricted information to severe disciplinary action. Disclosure to the Authorities Personal data can be disclosed to Governmental departments and to local Police etc., under the legislative powers given to them. It is however, better for this to be supplied by the Personnel / Wages department already referred to.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Data Protection Audit The Personnel / Wages department will be held responsible for the accuracy of the data help on employees of the Company and will effect audits on the data from time to time in order to maintain a level of accuracy. Staff will be issued with a personnel sheet, at least once a year, which will enable the to ensure that the data held is both accurate and current. All staff will be required to complete this documentation and to return it to the issuing body at the earliest possible moment. Such issues will be kept on file in the personnel files. It will made clear to all members of staff at times of audit why the Company requires the information and each staff member will be informed that they should have no doubt as to the seriousness of disclosing personal data on another staff member. It is initially a criminal offence under the Act and secondly will incur the most severe disciplinary action on those guilty of so doing.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION XIII Equal Opportunities Statement

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Equal Opportunities Statement The Company hereby states that it is committed to a working environment where employees irrespective of gender, marital status, race, creed or disability will be permitted to reach their full potential to their own, and the Company’s, benefit. The Company and its management are also committed to eliminating discriminatory practices and attitudes throughout its premises and in so doing request the co-operation of all employees in this important area. This code of practice will be upheld throughout the Company from initial vocational interviews to realisation of individual employee potential. Employees will not be discriminated against in respect of training, promotion or any other vocational opportunities or procedures. Harassment Harassment of any nature to one employee from another employee, or from a group of other employees will not be tolerated and will result in disciplinary action being taken against the perpetrators. Employees who feel that they have been, or are, subjected to any harassment of a sexual, racial or any offensive nature should follow the detail set out in the complaints procedures as discussed later in this section. Direct Complaint Should an employee feel they have been subjected to harassment or discrimination which they feel is not serious, or is not repetitive, they should make it clear to the perpetrator that they object to the behaviour and it is not welcome and that it should stop. If this is not the case then the victim should consider making a formal complaint. Formal Complaint In instance where an employee feels that the behaviour of another employee, or group of employees, towards them is totally unacceptable on the grounds of discrimination or harassment, then they should make their complaint through the Company’s Grievance Procedure, which is discussed in another section of this Handbook. False claims made against other employees, colleagues will be viewed as extremely serious and will result in the employee making the false claim being subject to disciplinary action During the time of the investigation into the claim made under the Grievance Procedure the involved parties will be kept apart or scheduled to work at different times wherever possible under consideration of the Company’s operational needs. The Accused If an employee is accused of acting in a discriminatory manner or of harassing another employee they will be given full access to the investigation and be permitted to refute the allegations and / or to explain the reasons for their alleged behaviour. If the investigation determines that they were in fact guilty of the discriminatory or harassing behaviour then their immediate managerial staff will determine what action to take. This may vary from a formal request to summary dismissal in the most serious of cases. Such employees will have a right to appeal under the Company’s Right of Appeal Procedure. Where it is found that there were no grounds for the accusation this will be end of the matter with the exception that if the investigation determines that a false claim was made against the exonerated employee then there may be disciplinary action taken against the employee who made the now determined false claim. Managerial Procedures Each manager is responsible, within their own operational arena, for the instigation and control of the equality of opportunity. Good control over this will ensure that you have a contented work force; who are able to maximise both their individual and collective responsibilities and potential. Many contented individuals make up a contented team, which leads to an efficient and successful enterprise. Managers must ensure that whenever problems or complaints arise they are investigated and fairly resolved to maintain the foregoing detail. In instances of the most serious nature it is important that you involve the most senior members of the Company, which may even involve the Directorate.
©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Legislation Reviews All will be aware that there is important legislation regarding all topics discussed in this section that these are under constant review by the Government of the day. The Company will review all legislation regarding Equal Opportunities, Discrimination and Harassment and update this section as is found necessary by change in such legislation.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION XIV Licensing Law Rules Implementation

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Licensing Law The Company’s premises operate under the terms laid down by current Licensing Law legislation, which covers most of the following procedures to which all members of staff must be ware and fully comply with. The Company has added other pertinent rules and procedures and reserves the right to add to these as it sees fit. All employees must comply with requirements of the Public Health & Hygiene regulations, Health & Safety regulations, Weights & Measures, Betting, Gaming, Lotteries & Amusement regulations in addition to the Licensing Laws. o o Smoking is prohibited on the Company’s premises. Alcoholic beverages must be supplied to the customer in multiples of the publicised measure, which must be in accordance with the current legislation. Employees found to be serving an incorrect measure may find themselves personally liable to prosecution resulting in a fine but with the possibility of imprisonment. In accordance with the foregoing measures procedure half pints of draught beers, lagers & ciders etc must be served in a half pint glass and not in an already “in use” pint glass. Alcoholic drinks must not be “watered” down or diluted in any way except at the express request of the customer – e.g. shandies, lager tops, mixers for spirits etc. Specific brand name requests must be supplied and if the particular brand is not available then a suitable alternative may be offered. It is the responsibility of every employee working in the bar to ensure that all activities in the bar area conform to the relevant legislation. This includes the actions, behaviour of customers particularly in respect of the Gaming Laws. Opening hours will be made known to all employees with responsibilities within the bar area as to the opening hours operated at the Company’s premises and no serving of alcoholic drinks must be made outside of the stipulated hours. These are shown on the Premises Licence Summary, with all the relevant Licence Conditions The Company’s prices for food and beverages are published for each of the premises and these must be strictly adhered to. No discounting or refunding etc, can be given without the express permission of the House Manager. If an employee knows, or suspects that, a customer is under the age of 21 then they must request that the customer provides some form of identification or call the House Manager to handle the situation. The refusal to serve someone who the employee knows is, or is suspicious of, trying to procure alcoholic drinks for someone under the age of 18 must be upheld and the employee must contact his House Manager. Should any conflict arise with such a customer, the House manager will deal with the situation.

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©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Service Employees must ensure that customers are welcomed in a professional manner and that customers standing at the bar must be acknowledged even if the employee is presently serving another customer. All customers must be dealt with in accordance with the current rules & regulations set out in these procedures and others that may be introduced by the Company from time to time. All on duty staff must ensure that the enjoyment of customers is not affected by the behaviour of other customers. For instance customers with children must be politely informed that their children must not be allowed to run around on the premises as there is a danger of them colliding with a waiter or waitress who may be carrying extremely hot food. Such behaviour is unacceptable to other customers and if not pointed out may render the Company liable to damages should an accident with a member of staff or the public occur without due notice being drawn to the problem. [A humorous yet poignant notice to this effect is available from the Employment & Woking Time Directive Instructions]. Children under the age of 14 must not be allowed to frequent the bar serving areas and no child under the age of 14 must be allowed on the premises unless accompanied by an adult. All bar areas and tables for customer use must be cleared of debris, used plates, glasses and cutlery and clean with an anti-bacteria cleaning agent immediately after a customer vacates the table to ensure that no possible cross contamination can occur thus ensuring the health, safety and personal comfort of the next customer is assured. Spillages of any sort must be cleared up with immediate effect and whilst some customers feel obliged to do the cleaning up themselves this must not be permitted and a member of staff should complete this detail no matter what the circumstances of the spillage, thus maintaining the integrity of the Company’s health and safety regulations. Waiters and waitresses under the age of 18 are not allowed to serve alcoholic drinks and must respectfully and courteously decline any customer request for drinks to be supplied to the table. They must however, point out to the customer, as must other serving staff that there is no “table service” available other than the delivery of food. All items must be ordered from the bar – both food and beverages – this is made a point of in the Company menu – Please Order at the Bar – Please Remember we are a Pub Not a Restaurant! Customer Payments Only authorised staff may take any kind of payment from a customer, and must familiarise themselves with the Cash & Tills Handling Procedures as outlined in this Handbook. Company Stock The bar area which holds the Company’s stock in trade and tills etc., must not be left unattended during opening hours under any circumstances whatsoever. Staff will be subject to disciplinary action if they are found to be in breach of this rule. Staff Drinks etc. Staff are not permitted to drink whilst on duty and if offered a drink by a customer this must imbibed at the end of the relevant shift. Any drinks paid for but not taken must be recorded with the immediate managerial staff. Tips etc., which are left by customers on tables, or as part of a PDQ payment must be declared to the immediate managerial staff and shared out in accordance with previously agreed staff procedures. Employees must not take or purchase any drinks, other stock, cash or goods of any nature without the express permission of the management. All such items taken by an employee under any forthcoming permission must be paid for in advance and through the managerial staff.

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

King Henry’s Taverns
Weaver Leisure Limited PO Box 293 Southampton SO31 9ZX

Company Employment Handbook

SECTION XV References / Credits / Etc

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

Credits & References Details included in this manual have been published with the help of, or with extracts from, the following organizations and web sites etc , where applicable Inland Revenue DTI ACAS ACAS InlandRevenue.gov.uk dti.gov.uk/work.time_regs acas.co.uk Help Line 08457 47 47 47 www.iib.org.uk

Institute of Independent Businesses Issues & Dates Draft issued to all outlets 28 Jun 2003 Initial Issue to all outlets September 2003 Revised Issue to all outlets August 2007

Review Date 08th July 2003 Review Date 31st October 2003 Review Date 30th November 2007

©2003-7 King Henrys Taverns (Weaver Leisure Limited) All Rights Reserved

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