This document sets out guidance as to the details of how the Disciplinary and Grievance Procedures work in practice, and is not contractual. It also seeks to give employees guidance as to what behaviour the Company finds unacceptable and the possible consequences of that behaviour.   Disciplinary Rules   1.1       The Company requires good standards of discipline from its employees, together with satisfactory standards of work.  These Disciplinary Procedures apply to any misconduct or failure to meet standards of performance or attendance. It does not apply to genuine sickness absence or proposed redundancies.   1.2       The purpose of the Disciplinary Procedure is to be corrective rather than punitive and it is hoped that the existence of procedures such as these would help and encourage you to achieve and maintain standards of conduct, attendance and job performance and to ensure consistent and fair treatment for all employees.   1.3       If your standard of work or your conduct fall and, if after warnings, remain below the level that is acceptable, you may be dismissed.   1.4       The Company reserves the right to depart from the precise requirements of this Procedure where it is necessary and appropriate to do so and where the resulting treatment of the employee is no less fair.  In particular it should be noted that the Company can impose whatever sanction it considers appropriate in the circumstances of each individual case and the range of sanctions set out at Clause 3 can be adopted at any stage up to and including dismissal with or without notice.   1.5       Minor conduct issues can often be resolved informally between the Company and the employee. An informal warning may be given where appropriate. Formal steps will be taken under this Procedure if the matter is not resolved, or if informal discussion is not appropriate.   1.6       Summary dismissal without notice can take place if an

Inside Digital Ltd recognise that Health and Safety matters are an essential element of overall business objectives and fully support the principles contained within UK Health and Safety legislation. We are committed to identifying, and so far as is reasonably practicable, eliminating or reducing risks to our employees and any others who may be affected by our undertakings or as a result thereof. Responsibility for implementing this policy is devolved throughout the Management structure. In particular, the Directors of Inside Digital are committed to providing the necessary financial resources and ensuring the competence of all employees through Staff selection and the provision of information, instruction, training and supervision. The Directors of Inside Digital will ensure all Managers are aware of, and accept responsibility for, people and areas under their control and will integrate Health and Safety into everyday Management activities. The Directors of Inside Digital shall also ensure that all employees are aware of their responsibilities and that they are accountable for their own health and safety and that of others who may be affected by their acts or omissions. Inside Digital will maintain effective systems of communication and consultation. Any necessary information will be brought to the attention of employees and others working on our premises. Feedback on the effectiveness of Health and Safety measures will be encouraged. To help ensure the highest standards of Health and Safety the Directors of Inside Digital will monitor performance by implementing a bi-annual evaluation of Health and Safety systems at each location. This Statement, the organisation and arrangements currently in place will be reviewed annually by the Directors of Inside Digital   Health and Safety Organisation and Responsibilities Introduction Management of Health and Safety is integrated into the Company’s existing Management structure. Staff at all levels have responsibility for Health and Safety commensurate with the level and scope of their general responsibility.   The Managing

In the course of an Employee’s work he may come into contact with or use confidential information about Employees, clients and customers, for example their names and home addresses. The Data Protection Act 1998 contains principles affecting Employees’ and other personal records. Information protected by the Act includes not only personal data held on computer but also certain manual records containing personal data, for example Employee personnel files that form part of a structured filing system. The purpose of these rules is to ensure that an Employee does not breach the Act. If an Employee is in any doubt about what can or cannot be disclosed and to whom, do not disclose the personal information until further advice has been sought from a line manager. Employees should be aware that they can be criminally liable if they knowingly or recklessly disclose personal data in breach of the Act. A serious breach of data protection is also a disciplinary offence and will be dealt with under the Company’s disciplinary procedures. If an Employee gains access to another Employee’s personnel records without authority, this constitutes a gross misconduct offence and could lead to summary dismissal.   The data protection principles There are eight data protection principles that are central to the Act. The Company and all its Employees must comply with these principles at all times in its’ information-handling practices. In brief, the principles say that personal data must be: 1. Processed fairly and lawfully and must not be processed unless certain conditions are met in relation to personal data and additional conditions are met in relation to sensitive personal data. The conditions are either that the Employee has given consent to the processing, or the processing is necessary for the various purposes set out in the Act. Sensitive personal data may only be processed with

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We incorporate equality into our core objectives, making every effort to eliminate discrimination, create equal opportunities and develop good working relationships between different people. We are required to consider all individuals in their day to day work, in shaping policy and in providing services. This is in line with the public sector Equality Duty introduced by the Equality Act 2010.