Page 37 - OKelly Sutton Employee Handbook March19

Exceptions - Employees seeking an exception from any of the above standards should speak with a
Partner/Director in advance.

3.6.3 Fitness for Work
Should you arrive in work and, in our opinion, you are not fit for work, we reserve the right to exercise
our duty of care if we believe that you may not be able to undertake your duties in a safe manner or
may pose a safety risk to others, and send you away for the remainder of the day without pay and,
dependent on the circumstances, you may be liable to disciplinary action.

3.7 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. Irrespective of the
company's commitment to training or otherwise it is the employees’ responsibility to ensure they
have the requisite skills and expertise to be able to carry out the job in a professional and competent
manner, keeping themselves up to date with latest development in accounting, audit, company law,
tax and associated areas.

3.7.1 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 a Partner/Director.

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.

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
Partner/Director is responsible for seeking the agreed upon training, either through internal or
external resources.

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