Page 29 - Phil Reddin Financial Services Ltd DRAFT V1

implementation of this policy, but all employees are required to ensure that the policy is maintained
and implemented. Any employee who fails to observe the principles of this policy will be subject to
the Company's disciplinary policy. Serious breaches of this policy, including sexual or racial
harassment, may result in the summary dismissal of the perpetrator.

3.5.8 Complaints
In the first instance, if you have any complaints relating to equality you might prefer to raise the matter
informally, either directly with the individual concerned, or with your manager or with another
member of management. Alternatively, or if your complaint has not been resolved informally, your
complaint should be reported formally in writing to your manager or another member of management
who will investigate the matter in accordance with the Company's grievance procedure. Complaints
of harassment should be dealt with in accordance with the Company's separate harassment policy.

3.6 TRAINING AND DEVELOPMENT POLICY
The Company recognises that continuous training for employees at all levels is essential to ensure its
efficiency and profitability, and the personal development of every employee.

3.6.1 Objectives
The main objectives of our training policy are as follows:
• To provide an effective induction programme for each employee ensuring an
understanding of the Company, his or her campaign, role and individual duties.
• To provide introductory and on-the-job training to enable new employees to reach
the required performance standards in the established time.
• To recognise that the best form of development is self-development and therefore
designing training plans to help employees improve their own performance.

Training is approved on the basis of:
A. Nature and purpose of business
B. Expected benefits for employee and the Company
C. Estimated cost and available funding
D. Potential time or performance impacts while employees participate in training

Prior to receiving training, objectives should be identified, which clearly state what the participants
are expected to know and/or to do afterwards. These objectives will be agreed upon through
interactions between the employee and their Manager.

Training records, identifying the following information, participants, subjects, objectives, training
provider, date, costs and acknowledgement receipt of training will be retained on employees'
personnel files. Employees should also keep a summary of their training records for tracking, reporting
and planning purposes.

Training is generally conducted during paid working hours. Overtime for training time will be paid,
where applicable, under the following conditions:
• When an employee is eligible for paid overtime and is required to receive training
during non-regular working hours and the training is 100% related to the current
job/task or future identified job/task.
• Training is conducted with prior approval and involvement of the participant's
Manager.

Page 28 of 83