Page 55 - DIFC Employee Handbook Draft

a) Reduce overtime to a workable minimum; and
b) Investigate measures, such as short-time working, reduced working week and/or lay off
(without pay), as a means of avoiding redundancies.

If redundancies cannot be avoided, consideration may be given to applications for voluntary
redundancy, where appropriate. It may not be possible to accept every application for voluntary
redundancies depending on the requirements of the business. If the selection of employees for
redundancy becomes necessary, any criteria for selection will be discussed with you at the time where
possible. At all times the overriding consideration will be the future viability of the business and we
reserve the right to deviate from this policy where deemed necessary.

3.26 LAY-OFF AND 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 such lay-off or short time.

No payment will be made for any period of layoff. Payment will only be made for hours actually
worked during any period of short time.

3.27 MEDIA
All enquiries from members of the media including but not limited to press, radio and television, in
relation to the Company or otherwise should be passed to the Chief Executive. No comments should
be made to the Media on behalf of the Company unless authorised to do so by the Chief Executive.

Page 54 of 67