DEDUCTIONS FROM PAY AGREEMENT

Sutton Central Production

1) If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next
payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a
longer period.

2) If you are hourly paid and you "clock in" more than four minutes late (e.g. at 8.05 am) you will lose 15 minutes pay. If
you "clock in" more than 19 minutes late (e.g. at 8.20 am) you will lose 30 minutes pay and so on.

3) All periods of lateness must be notified to your Line Manager no later than your start time. Failure to do so may result
in other arrangements been made to cover your duties and you may be sent off the premises for the remainder of the
shift/day without pay.

4) Lateness or absence may result in disciplinary action and/or loss of appropriate payment.

5) We operate a clock in/clock out policy with which all employees are expected to comply. Upon arrival to work, you
must immediately clock in the time you entered the premises. You must clock in after you have changed into their
uniform and clock out before you change out at the end of your shift. You must also clock in and out during breaks. It
is not permissible under any circumstances for any employee to clock in or out on behalf of another. In the event that
you forget or are unable to do this for any reason you must report this to your line manager immediately. The
information collated using this system is used as a roll call in the event of an evacuation, to ensure employees are paid
accurately and for monitoring purposes. It is therefore imperative that the information is accurate. You should be aware
that falsifying records is considered a gross misconduct offence in accordance with our disciplinary procedures. Failure
to adhere to this procedure may result in summary dismissal and/or incorrect or delayed payment of wages.

6) If there is a temporary shortage of work for any reason, or a period of significant financial disruption, including any
periods of adverse weather, pandemic/infectious disease outbreak, which prevents the Company from operating
normally, we will try to maintain your continuity of employment even if this necessitates placing you on a reduced
working week, short time working, temporary lay-off and/or implementing a temporary pay reduction. If you are
placed on a reduced working week, or short time working, your pay will be reduced according to time actually worked
(unless other Governmental redress packages prevail at this time). If you are placed on lay off then no payments will be
made to you (unless other Governmental redress packages prevail at this time). The Company will seek to provide you
as much notice as is reasonably practicable for any temporary shortage of work or pay reduction.

7) You must ensure that all procedures and guidelines are followed when securing the building prior to leaving. Any
security measure such as keys and alarm code must be kept safe at all times. You must not give the keys and alarm
code to any third party unless authorisation is obtained from your Line Manager. Any loss or damage caused as a result
of your failure to follow procedures or your negligence in ensuring the safekeeping of the keys and alarm code will
result in disciplinary action which could lead to your summary dismissal. We also reserve the right to deduct the cost
of any loss, repair or replacement from any monies owing to you.

8) Any monetary shortages at the end of the day will be the responsibility of the shift on duty and must be made good by
that shift. Any such shortages may be deducted from wages.

9) Any breakages at the end of the day will be the responsibility of the individual who has directly caused the breakage.
Any such economic loss caused by the breakage may be deducted from wages/salary. You will be given a written
statement of the amount of the deduction, date when the error occurred and the reason for such a deduction.

10) The Company provides you with tools/equipment necessary to carry out your duties. You should keep these in good
repair and secure at all times. You must report any lost or mislaid tools/equipment to your Line Manager. You must
return Company tools/equipment upon termination of employment by either party. Failure to do so will result in a
deduction to cover the cost of tools/equipment being made from monies due to you. This is an express written term of
your contract of employment.

11) Any damage to vehicles, stock or property (including non-statutory safety equipment) that is the result of your
carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of the cost of repair or
replacement.

Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your
negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse to us the full or part of
the cost of the loss.

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 In the event of an at fault accident whilst driving one of our vehicles you may be required to pay the cost of the
insurance excess.

In the event of failure to pay, such costs will be deducted from your pay.

12) If you arrive for work and, in our opinion, you are not fit to work, we reserve the right to exercise our duty of care if we
believe that you may not be able to undertake your duties in a safe manner or may pose a safety risk to others, and send
you away for the remainder of the day with or without pay and, dependent on the circumstances, you may be liable to
disciplinary action.

13) The Company mobile phones are to be used for business purposes only except in the case of an emergency. Therefore
any unauthorised personal use may be repayable by the employee and may result in disciplinary action in accordance
with our procedures. Where it is deemed that an unreasonable amount of personal calls, texts or data downloads have
been made using the mobile phone, the Company reserves the right to deduct those costs, either through deduction
from pay or otherwise as agreed and excessive use may result in disciplinary action.

14) If you terminate your employment without giving or working the required period of notice, as indicated in your
individual statement of main terms of employment, you will have an amount equal to any additional cost of covering
your duties during the notice period not worked deducted from any termination pay due to you. You will also forfeit
any contractual accrued holiday pay due to you over and above your statutory holiday pay, if you fail to give or work
the required period of notice.

15) On the termination of your employment you must return all our property which is in your possession or for which you
have responsibility. Failure to return such items will result in the cost of the items being deducted from any monies
outstanding to you.

16) On the termination of your employment you must return all items of your uniform to us. Failure to return such items
will result in the cost of the items being deducted from any monies outstanding to you.

17) On termination of your employment any holidays accrued but not taken in the current holiday year will be paid for.
However, in the event of your having taken holidays which have not been accrued pro-rata in the holiday year, then the
appropriate payments will be deducted from your final wages/salary.

18) On the termination of your employment we have the right to deduct from any termination pay due to you, any monies
collected by you on our behalf and any advances of wages or any loans which we may have made to you. This is an
express written term of your contract of employment.

19) On termination of your employment you must return any Company vehicle in your possession to our premises. Failure
to return the vehicle will result in the cost of its recovery being deducted from any monies outstanding to you.

20) Any fines imposed by relevant authorities including (but not limited to) speeding and parking will be payable by the
employee. The Company take no responsibility for the payment of fines incurred by the employee during their
employment. In the event that the Company receive the summons on the employee’s behalf or owing to a fine incurred
by the employee, we may pay the fine and deduct the cost from the employee’s wages/salary.

I have read and I understand the above terms. I agree that they form part of my Terms and Conditions of
Employment.

SIGNATURE
: Employee

Tsolmon Nyamdavaa
NAME: Print

DATE: 06/11/20223

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