Page 39 - Herbstreet EHB Final 22052019

Training is generally conducted during paid working hours.

3.7.2 Responsibilities
Employees are responsible for meeting the training objectives by becoming actively involved during
training and providing evaluation immediately afterwards.
Company Directors are responsible for completing training and development needs together with the
employee. They are also responsible for planning and budgeting to meet individual learning needs. A
Manager is responsible for seeking the agreed upon training, either through internal or external
resources.
3.7.3 Eligibility for training
To be eligible for training, employees must;
a. Be a Company employee for the duration of the training
b. Have completed their probationary period, unless waived by the Company
c. Not be under disciplinary action during training, unless waived by a Manager
d. Maintain job standards or minimum of average performance, unless waived by a Manager
e. Participate in a regular review during and/or after training with a Manager

Inductions and Health and Safety Training are excluded from the above criteria.

3.7.4 Allowable Expenses (Training)
a. Must be supported by records and receipts, agreed in advance with a Manager
b. Course fees and/or tuition and examination fees
c. Travel by public transport or personal transportation based on mileage over shortest route,
parking when necessary
d. Lodging and meals where necessary and reasonable

3.7.5 Conditions
Training and development is deemed to be an investment with an expected return to both the
employee and the
Company. When an employee does not receive the required standard, the Company may discontinue
any further planned training. When an employee participates in training without prior approval,
approval and reimbursement is not automatic. All participants attending approved courses must
complete and return the relevant documentation to a Manager.

3.8 MAKING A PROTECTED DISCLOSURE

The company is committed to ensuring that employees are aware of their rights and responsibilities
in relation to disclosures.

In line with legislation, all employees who make a protected disclosure of relevant information will
have legal protection from being penalised as a result of making that disclosure. In order to benefit
from this legal protection, the employee must show that they had a reasonable belief that a relevant
wrongdoing had occurred, or was likely to occur, and that this relevant wrongdoing came to their
attention during the course of their employment.

3.8.1 Relevant Wrongdoings
Certain disclosures afford employees some protection under law, definitions of relevant wrongdoings
for the purpose of this are;

a) That an offence has been, is being or is likely to be committed;

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