Staff Handbook Welcome to Peligoni. This handbook is designed to provide you with information about the Peligoni Club (hereinafter referred to as “the Company” or “Peligoni”), details of your employment and what is expected of you as part of the terms and conditions of your employment. This handbook also contains the policies, procedures and rules which the organisation has adopted and you are expected to follow as a member of the Peligoni Club team. A number of the policies, procedures and rules included in this Staff Handbook are referred to in your contract of employment. They do not form part of the terms of your contract with us, which are provided to you separately. The Company reserves the right to amend its terms and conditions of employment and policies from time to time in accordance with business needs or to comply with changes in the law. You will be notified of any minor changes by way of a general notice to all employees affected and any changes will take effect from the date of the notice. You will be given no less than one month’s notice of any major changes. Such changes will be deemed to be accepted unless you notify the Assistant General Manager (“AGM”) of any objection in writing before the expiry of the notice period. It is important to read this handbook carefully. If you have any questions about its contents, please raise them with the AGM. 2 ​ Private & Confidential Induction 5 Probationary Period 5 Changes to Personal Details 5 CCTV Recording 6 Code of Conduct 7 Equal Opportunities Policy 9 Hours of Work 11 Salary Arrangements 11 Bar Tabs 12 Holiday 13 Compassionate Leave 13 Sickness & Absence Policy 14 Vehicles 18 Staff Accommodation 22 Uniform & Presentation 24 Smoking 25 Consumption of Alcohol and Drug Abuse 25 Use of the Club 26 Personal Property 27 Mobile phones 27 3 ​ Private & Confidential Communications 28 Intellectual Property Rights 29 Data Protection and Access to Information 29 Professional Conduct and Public Statements 30 Social Media 30 Bribery and other Corrupt Behaviour 32 Whistleblowing 32 Expenses Policy 33 Health & Safety 35 Fire Safety 37 Termination of Employment 38 Other Employment 39 Disciplinary Procedure 40 Grievances 46 Other Useful Information 50 Postal Address 50 4 ​ Private & Confidential Induction We want to ensure that you have every assistance to help you settle into your role quickly. Your training programme sets out what to expect on your first day and the training and induction process that will follow. You will meet your colleagues and you will receive information on the Peligoni Club, your terms and conditions of employment, policies and procedures and health and safety. If there is anything you need to know about Peligoni or what is required of you in your role, please speak to your line manager. Probationary Period On joining Peligoni you will serve a six week probationary period. If you do not reach the standards required by Peligoni your employment may be terminated at any time during the probationary period with one week’s notice. Peligoni reserves the right to extend the probationary period where required, up to a further four weeks. During this probationary period your performance and suitability for continued employment will be monitored. If you commit any act of gross misconduct during the probation period, the Company reserves the right to terminate your employment without notice. Changes to Personal Details To help us assist you, especially in cases of emergency, it is essential that all information on your personnel records is complete, correct and up to date. You must notify the AGM immediately of any changes in the following personal ​ information: ● home address, ● email address, 5 ​ Private & Confidential ● telephone number, ● bank account details, ● emergency contact, ● criminal charge, caution or conviction, ● conflict, or potential conflict of interest. Your personal information is confidential and only shared with third parties in order to fulfil our contractual obligations to you (for example, your home address, email address and bank account details will be shared with our accountants in order to pay your salary). Please refer to the Company’s Employee Privacy Statement for further information. CCTV Recording Many areas of Company property are subject to closed circuit television monitoring for your security and well-being as well as that of all persons, including our guests and other visitors. Such recordings may be stored on a password protected computer for such period as may be required by the Company. It will be deemed a serious disciplinary matter for anyone except authorised personnel to adjust, alter or interfere with any setting or function of any CCTV equipment. 6 ​ Private & Confidential Code of Conduct ● You must conduct yourself and perform your work at all times in a manner that is in the interests of the Company. ● You are expected to work diligently and conscientiously to achieve and maintain the high standards which our guests expect of us. ● You are expected to fulfil your job duties to the best of your ability at all times. ● Respect your colleagues. Discrimination, bullying and harassment will not be tolerated. ● Treat club property with respect and care. Any damages caused by unnecessary neglect may result in disciplinary actions and/or you will be charged. The same applies to staff accommodation. ● Behave in a professional manner whilst at work and in the club. ● Do not put yourself in an unnecessary situation where you are completely by yourself with children. ● Think about your personal safety, and that of others. Do not put yourself, or anyone else, in any unnecessary danger. ● Arrive at work and be ready to start your shift on time. ● Do not abuse the benefits that come with the job, i.e. use of the club, access to vehicles, otherwise these may be revoked. ● Smoking is NOT permitted in ANY guest areas in the club, whether you are ​ ​ on duty or not. ● Peligoni is a family club and as a result, the use of recreational drugs anywhere on the island is NOT permitted under any circumstances. ​ ​ ● We do not seek to dictate how you conduct yourselves outside of work and in your personal lives, however any conduct that may jeopardise the reputation of the club will result in disciplinary action. ● Staff are not permitted to undertake any watersports at the club, other than those offered by the club (i.e. sailing, windsurfing, kayaking and paddle boarding). ● When using the club when you are off duty, you must not be in uniform. Again, we do not seek to dictate what you can and cannot wear but you should dress appropriately and remember you are representing the club at all times. If what you are wearing is deemed inappropriate, you will be asked to change or leave. 7 ​ Private & Confidential ● Do not post pictures of guests or anything that could potentially jeopardise the reputation of the club on social media. ● Respect and make an effort to engage with local residents and business owners. ● Respect local customs and adhere to local law. Please note that any breaches of these conduct rules may be considered a disciplinary offence. Privacy & Discretion Peligoni guests expect and deserve complete privacy. Be careful where you speak, you never know who is listening. ● Never speak about guests to other guests. ● Never speak about guests outside of a work environment. ● Never speak about guests to anyone outside of the Company. During the course of your employment you may find yourself in possession of sensitive information, the disclosure of which could be construed as a breach of confidentiality. It is a condition of your employment that you have a duty of confidentiality to the Company, and you must not discuss any Company sensitive or confidential matters whatsoever with any outside organisation including the media. Any such breach of confidentiality would be deemed as gross misconduct except as otherwise provided or as permitted by any current legislation (e.g. the UK Public Interest Disclosure Act 1998) and could lead to your dismissal. You should also familiarise yourself with our Data Protection Policy. 8 ​ Private & Confidential Equal Opportunities Policy The Company is committed to eliminating discrimination and encouraging diversity amongst our workforce. The purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate because of gender, gender reassignment, marital or civil partner status, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, disability, sex and sexual orientation, age, religion or belief. We oppose all forms of unlawful and unfair discrimination. All employees will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation. You must not unlawfully discriminate against or harass other people, including current and former employees, guests, suppliers and other visitors. This applies in the workplace, outside the workplace (when dealing with guests, suppliers or other work-related contacts), and on work-related trips or events including social events. The following forms of discrimination are prohibited under this policy and are unlawful: Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, treating a guest differently, because of their religious views or because they might be gay. Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men.