Page 35 - DIFC EHB 1218 V.1

The Manager is responsible for seeking the agreed upon training, either through internal or external
resources.

3.6.3 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 their Manager
c. Not be under disciplinary action during training, unless waived by their Manager
d. Maintain job standards or minimum of average performance, unless waived by their Manager
e. Participate in a regular review during and/or after training with their Manager

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

3.6.4 Allowable Expenses (Training)
All allowable expenses must be supported by records and receipts. These include-
a. Course fees and/or tuition, examination fees, textbooks, Company purchased text books
become Company property after course completion
b. Travel by public transport or personal transportation based on mileage over shortest route,
parking when necessary
c. Lodging and meals where necessary and reasonable

3.6.5 Conditions
Training and development is 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.
The Company reserve the right to deduct the cost of approved courses in instances where an
employee chooses to leave the employment of DIFC within two years of the completion date of that
course.
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
their manager.

3.7 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.

3.7.1 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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