Page 26 - DIFC EHB 1218 V.1

3. sending email of a malicious, fictitious, defamatory or pornographic nature or downloading
material of a malicious, fictitious, defamatory or pornographic nature onto the Company's
computers;

In this regard employees should note that persons reporting suspected child abuse in good faith will
not be penalised in any way and are afforded the protections contained in the Protection for Persons
Reporting Child Abuse Act, 1998.

3.1.9 Minor Offences
The following are examples, which may be regarded as action warranting disciplinary action
amounting to less than summary dismissal, and for which dismissal may be appropriate if corrective
action is not taken after the issue of a verbal and/or written warning:
• Unauthorised absence
• Poor standard of work or inadequate attention to work.
• Poor timekeeping or attendance: every employee is required to give constant and regular
attendance within the terms of their contract of employment.
• Provocative, abusive or truculent behaviour.
• Failure to abide by the general environmental rules and procedures.
• Failure to immediately report any damage to property or premises caused by you.
• Failure to report an incident whilst driving Company vehicles, whether or not personal injury
or vehicle damage occurs.
• Using the Company's computer system for unauthorised personal use.

3.2 GRIEVANCE PROCEDURE
The purpose of the grievance procedure is to enable any employee who feels they have a grievance
or concern about any matter concerning their employment to be able to raise that matter with
management in an endeavour to resolve the issue.

The Company takes pride in its "Open Door' policy and actively encourages employees to talk to their
Manager and discuss issues that affect them and their working environment. The grievance procedure,
set out below, exists to enable any complaint or problem which is work related and which you are
unable to resolve informally to be handled in a fair and consistent manner. It is important that such
issues are dealt with as quickly as possible. In all issues, the aim of the procedure is to settle a grievance
as near as possible to the point or origin.

In this respect, the Company's policy is to encourage free communication between employees and
their managers to ensure that questions and problems arising during the course of employment can
be aired, and where possible, resolved quickly, to the satisfaction of all concerned. To this end, the
following procedure should be followed where an employee has a grievance arising from their
employment.

3.2.1 Stage 1
The initial complaint must be made on a one-to-one basis with the employee's Manager. Where an
employee feels that they are unable to state the problem or their case properly, they may ask a
representative to accompany them. The Manager will have a discussion with the employee and will
attempt to resolve the issue. The Manager shall prepare a summary of the employee's complaint and
solutions proposed following the interview, a copy of which will be given to him/her. If the matter has
been satisfactorily resolved, the summary of discussions will be placed on the employee's personnel
file for possible future reference.

Page 25 of 66