TERMS

AND CONDITIONS OF EMPLOYMENT FURNISHED PURSUANT TO TERMS OF

EMPLOYMENT (INFORMATION) ACTS 1994 AND 2001

PARTIES
Employee name: Tara Rowlands

Address: Ellerslie, Adelaide road, Glenageary, County Dublin

Employer name: Owens DDB Limited

Hereinafter called “The Company”

Address: Floor 1

23-25 Grantham Street

Dublin

D08 H524

CATEGORY

- You will be employed primarily as a Client Service Intern for Owens DDB. Your
internship will commence on 5/12/22 and finish on Friday 5/5/23.

- Termination of this agreement within the above period shall be at the discretion
of the Company. The Company reserves the right to extend the contract period
on notice to you. At any time during this period the Company may terminate this
Agreement on the giving of one week’s notice to you, which may be paid in lieu.

- You will be required to be flexible in this position and must be prepared to

undertake such other work as may be assigned to you by the Company from
time to time. Such work can be outside the area of your normal duties and it
may be for such subsidiary companies as the Company may require.

- You are required to give four-weeks notice of termination in the event that you
decide to leave your employment.

HOURS AND LOCATION OF WORK

- Your normal working week will be five days. Monday to Friday.



- Your normal working hours will be from 9 a.m. to 5.30 p.m. The Company
reserves the right to change these working hours. You will receive as much
notice as reasonably possible prior to any change.

- There will be an unpaid meal break of 1.25 hours per day.

- You may be required to work overtime depending on the requirements of your

work and at the discretion of management. Where possible you will be notified
in advance.

- Your principal place of work shall be Owens DDB, at the above address.
However, the Company offers a flexible working arrangement, and during the
period of this contract you may also work remotely, from your home, or a
suitable location of your choosing, during up to two of your five days per week.

- Should you require any specific equipment in order to work comfortably and
safely from home, or a suitable location of your choosing, please advise the
company and, where reasonable, we will provide such equipment.

- Notwithstanding the foregoing and given recent circumstances and government-

mandated restrictions on travel and work, related to the Covid-19 pandemic, the
company may need to revise your working arrangements in order to comply
with all government safety protocols and guidelines. If such a situation arises,
the company will provide as much notice as possible.

- Subject to the foregoing, and at the discretion of the Company, you may also be
requested to work off-site, for example on a Client’s premises, at any time,
during your period of your internship as specified above.

- You will be provided with all equipment including a laptop, email and software
subscriptions and account access, suitable office furniture and equipment
necessary to perform your duties safely from your place of work.

REMUNERATION

- You will receive a basic wage equivalent to €1,800 per month to be paid monthly in
arrears.



- You will be paid by credit transfer.

- No overtime is paid by the Company, but you will be given reasonable time off
(to be agreed by the Company) in lieu.

- During the period of the contract, the Company will also reimburse you for any
out of pocket expenses incurred in the course of your work. Reimbursement will
be by means of a vouched expenses claim, which will be reimbursed, in arrears,
at each month-end. An expenses claim form will be supplied to facilitate this.

MATERNITY LEAVE

- Maternity leave shall be governed by the Maternity (Protection of Employees)

Acts 1981-2004.

ANNUAL LEAVE

- The Company’s holiday year runs from 1 January to 31 December.

- Your anualised holiday entitlement shall be 20 working days (in addition to statutory
public holidays) in accordance with the provisions of the Organisation of Working
Time Act 1997.

- This equates to 1.66 days per month. Therefore, during the 6-month period of your
contract, this equates to an entitlement to 10 days holidays.

- You may, at the Company’s absolute discretion, be entitled to one extra day
holiday in the Company’s holiday year. It will be a matter for the Company to
decide if and when the extra day holiday may be taken in the Company’s holiday
year.

- You shall be entitled to an extra 5 days holidays in the Company’s holiday year,
in addition to your statutory holiday entitlements, on the completion of every 10
years service in the employment of the Company. Therefore, on the completion
of 10 years service with the Company your holiday entitlement shall be 25
working days (in addition to statutory public holidays). On the completion of 20
years service with the Company your holiday entitlement shall be 30 working
days (in addition to statutory public holidays).



- Should you be appointed to the Board of Management and/or the Board of

Directors of the Company you may, at the Company’s absolute discretion, be
entitled to an extra 5 working days holidays in addition to your statutory
holiday entitlements in the Company’s holiday year.

- As a general rule, no more than 10 working days can be taken together at any
one time. The final decision in allocating annual leave rests with the Company.

- Payment for annual leave will be calculated in accordance with the provisions of
the Organisation of Working Time Act 1997.

- Holidays not taken by the end of the Company’s holiday year cannot be carried
forward to the next holiday year except by prior arrangement. Subject to the
foregoing a maximum of 5 days can be carried forward into the next holiday
year but must be used before 30 June of that year. Any unused days will be
forfeited.

- When a termination of this contract occurs and the paid holidays already taken
exceed the paid holidays entitlement of the date of termination, the Company
will deduct the excess holiday pay from any termination pay.

PUBLIC HOLIDAYS

- Your entitlement to leave for Public Holidays shall be in accordance with the
terms of the Organisation of Working Time Act 1997.

LAY OFF AND/OR SHORT TIME

- The Company reserves the right to lay you off from work or reduce your
working hours where, through circumstances beyond its control, it is unable to
maintain you in employment or maintain you in full-time employment.

- You will receive as much notice as is reasonably possible prior to any such lay-
off or short time.

- You will not be paid during the lay-off period.

- You will be paid for hours actually worked during periods of short-time.


EXCLUSIVE SERVICE

- During your employment, you must devote your time, attention and skills
exclusively to the business of the Company and you must use your best
endeavours to promote the interests, business and welfare of the Company. You
will not, during the continuance of your employment, engage in work or
employment for any other party without the prior written consent of the
Company. You must avoid outside business relationships or business dealings
with any of the Company’s customers, suppliers or competitors.

NO OBLIGATION TO PROVIDE WORK

- During the continuance of your employment hereunder (including, but not

limited to, any period after notice of termination has been served by either
party) there shall be no obligation on the Company to require you to work or
perform any duties or services for the Company or to provide you with any
work and if the Company gives written notice to you requiring you not to work
or perform any duties or services for any given period, then during such period
you shall not be entitled to attend at or have access to the offices or documents
of the Company. You will however continue in your employment with the
Company during said period and will be entitled to receive your full salary and
other benefits hereunder.

SICK LEAVE AND SICK PAY

- In the event of absence from work you are required to contact the Company by
9.15am on the first day of absence or as soon thereafter as is practical. You are
required to provide a medical certificate in a form satisfactory to the Company
for all absences from work for more than two consecutive working days. For the
purposes of this rule any holiday, week-end, or other day to which you are
otherwise entitled coming either immediately before or immediately after such
two consecutive days of absence shall be deemed to be a day or days of absence.

- In the event that you provide medical certificates the Company will continue to
pay, subject to the provisions of the dismissal clause below, your full basic
salary only for a maximum aggregate period of 28 working days, such absence


in any period of twelve consecutive months. Any payment of sick pay thereafter
will be at the sole discretion of the Company.

- The Company’s sick pay shall include any social welfare or other benefit to
which you are entitled by law and shall be reduced by the amount of any such
benefit recoverable by you whether or not recovered. You shall notify the
Company of any social welfare or other benefits to which you are entitled.

- The Company may (at its expense) at any time whether or not you are then
incapacitated, require you to submit to such medical examinations and tests by
doctor(s) nominated by the Company and you hereby authorise such doctor(s)
to disclose to and discuss with the Company and its medical advisers the results
of such examinations and tests.

- In the event that you are incapable of performing your duties by reason of
injuries sustained wholly or partly as a result of actionable negligence, nuisance
or breach of any statutory duty on part of any third party all payments made to
you by the Company whether of salary or sick pay shall to the extent that
compensation is recoverable from that third party constitute loans by the
Company to you (notwithstanding that as an interim measure income tax has
been deducted from payments as if they were emoluments of employment) and
shall be repaid when and to the extent that you recover compensation for loss
of earnings from that third party by action or otherwise.

GRIEVANCE AND DISCIPLINARY PROCEDURE

In the interests of fairness and justice, and to ensure the proper conduct of business certain
provisions that deal with matters of grievance and discipline are necessary, as follows:

GRIEVANCE PROCEDURE

- If you have any grievance which you consider to be genuine in respect of any
aspect of your employment, you have a right to a hearing by management as
circumstances warrant. You may be accompanied by a fellow employee or other
appropriate representative at an appeal hearing.

DISCIPLINARY PROCEDURE

Infringement of a term of this contract or of established Company rules can lead, depending
on the gravity of the breach, to an informal (unwritten) or formal (written) warning,


suspension with or without pay, transfer to other duties and loss of privileges. Ultimately,
persistent breaches or inadequate work performances can lead, following warnings, to
dismissal.

DISMISSAL

The Company hopes that it will not be necessary to dismiss you. There are, however,
certain circumstances which will render you liable to dismissal.

You may be dismissed from the Company for:

A. Incompetence or poor work performance.

B. Misconduct (serious or persistent).
C. Incapacity.
D. Failure to carry out instructions.
E. Redundancy.
F. Some other substantial reason.

Except in circumstances justifying immediate termination of your employment by the

Company you will be entitled to receive the appropriate period of notice set down in the
Minimum Notice and Terms of Employment Act, 1973-2001; if it extends any other notice
period referred to herein.

PROCEDURE FOR THE PURPOSE OF SECTION 14 OF THE UNFAIR DISMISALS ACTS,

1977-2001.

The following procedure will be followed before a decision to dismiss you from the
Company is taken:

- A full investigation will be carried out by the Company. You may be suspended
with or without pay pending such investigation.

- You will be informed of the reasons for the proposed dismissal and you will
have the right to state your case. You may be accompanied, if you wish, by a
fellow employee of your choice or other appropriate representative.



- You may appeal to the Managing Director if a decision is taken to dismiss you at
the conclusion of the above.

- Certain serious breaches of Company rules, custom and practice may result in
you being dismissed without notice or, alternatively, with pay in lieu of notice.

TERMS OF EMPLOYMENT (INFORMATION) ACTS 1994 – 2001

- The provisions of this contract set out the terms and conditions of your
employment as required by Terms of Employment (Information) Acts 1994 –
2001

CHANGE TO YOUR TERMS OF EMPLOYMENT

- The Company reserves the right to make reasonable changes to any of your
terms of employment from time to time; such changes may be made by way of
a general notice applicable to all employees or by way of specific notice to you.
Any such changes shall take effect immediately.

- At least one week’s written notice will be given to you of any significant changes
which may affect you. You will be deemed to have accepted such a change
unless you notify the Company of any valid objection in writing before the
expiry of the one-month period.

CONFIDENTIALITY

You must not during the continuance of your employment or at any time thereafter, except
as authorised by the Company in the proper performance of your duties, disclose or cause
to be disclosed to any person or use for your own purposes or for any purposes other than
those of the Company any confidential information which you may have received or
obtained during your employment with the Company or information in respect of which the
Company is bound by an obligation of confidence to a third party and you shall use your
best endeavours to prevent the publication or disclosure of any such information. All notes,
memoranda, documents and records made or received or obtained by you on any matters
relating to the organisation, business, finance, clients, suppliers, dealings, transactions or
affairs of the Company shall be treated as confidential and shall be and remain the property
of the Company and shall be delivered by you to the Company at any time, forthwith and
upon request.

Changes in the terms of this contract or in other terms, conditions and rules of employment
will be notified to you pursuant to the terms of this contract, and will have effect with your
acceptance or acquiescence.

Personal data

Processing of personal data and our policies

1.1 Similar to many businesses, we hold and process a wide range of information, some
of which relates to individuals. Information relating to an individual (or from which
an individual may be identified) is called “personal data”. For example, we process
personal data on individuals working for our clients/customers or suppliers, users
of our website and on those who work for us or are applying to work for us.

1.2 In processing personal data, we are required to comply with the law on data
protection. To help us achieve this, we have adopted policies including the Owens
DDB Acceptable use Policy, and Owens DDB User Information Security Manual.
Copies of these policies may be requested from your manager or our data protection
manager Steven Fairclough (steven.fairclough@owensddb.com). You must read
these and comply with them in carrying out your work. If you are unclear how the
policies apply or, more generally, what you need to do to comply with the law on
data protection, you should speak to your manager in the first instance.

Data protection principles

1.3 In complying with the law on data protection, we are required to comply with what
are known as data protection principles. These are summarised in the Staff
Responsibilities Policy. In performing your role and carrying out your
responsibilities, you must do your best to ensure that we comply with these
principles.

1.4 A key element of the data protection principles is the duty to ensure that data is
processed securely and protected against unauthorised or unlawful processing or
loss. Our Staff Responsibilities Policy sets out more detail. Key elements include the
following:

(a) You must ensure that laptops, memory sticks, phones and other mobile
devices are password protected and encrypted. You must not take such
devices outside the office without encryption. You must take care of them
and keep them secure.

(b) You must use strong passwords, changing them regularly and not sharing
them with unauthorised colleagues.

(c) You must not access other individuals’ personal data unless in the course of
your work.

Data breach – and urgent notification

1.5 If you discover a data breach, you must notify a line manager, HR Director/Manager
or the IT Manager immediately and preferably within one hour. Depending on
context, you may then need to provide further information on the circumstances of
the breach.

A data breach occurs where there is destruction, loss, alteration or unauthorised disclosure
of or access to personal data which is being held, stored, transmitted or processed in any
way. For example, there is a data breach if our servers are hacked or if you lose a laptop or
USB stick or send an email to the wrong person by mistake.

Failure to notify a breach or to provide information as set out above will be treated
seriously and disciplinary action may be taken.

Further information regarding how we handle data breach is available on our intranet in
our Owens DDB Data Breach Policy and Protocol.

Why we process personal data

1.6 For information on the nature of the data we process, why we process it, the legal
basis for processing and related matters, please refer to our Workplace Privacy
Notice which is available from our data protection manager Steven Fairclough –
Steven.Fairclough@owensddb.com.

In summary:

(a) We process personal data relating to you for the purposes of our business
including management, administrative, employment and legal purposes.

(b) We monitor our premises and the use of our communication facilities,
including using CCTV cameras, monitoring compliance with our data and IT
policies, and where non-compliance is suspected, looking in a more targeted
way.

The summary above is for information only. Unless specifically notified by us, we do not
rely on your consent as a legal basis for processing your personal data. Agreeing to the
terms of this clause will not constitute your giving consent to our processing of your data.

1.7 We reserve the right to amend the policy and protocol documents referred to above
from time to time.

Changes to contact details

1.8 You must tell us of any changes to your home address and other contact details. If
you are paid via direct transfer to your bank account you must let us know the bank
account which you would like us to make payment to, and any changes to this. You
must also provide us with details of your nominated person to contact in the event
of an emergency.


I accept and agree to all above terms and conditions of my employment.

Signed: ________________________ _______________________________

(For the Company)

Date: __________________________ _______________________________