Humana Employee Handbook

16.9 If you wish to take paternity leave in relation to a child's birth, you must give us notice in writing of your intention to do so and confirm: (a) The Expected Week of Childbirth; (b) Whether you intend to take one week's leave or two consecutive weeks' leave; and (c) When you would like to start your leave. You can state that your leave will start on: i. the day of the child's birth; ii. a day which is a specified number of days after the child's birth; or iii. a specific date later than the first date of the Expected Week of Childbirth. 16.10 You must give notice under paragraph 16.11 before the end of the 15th week before the Expected Week of Childbirth (or, if this is not possible, as soon as you can). 16.11 We may require a signed declaration from you that you are taking OPL for a purpose for which it is intended; namely, to care for the child or to support the child's mother in caring for the child. Notification (adoption) 16.12 If you wish to take paternity leave in relation to the adoption of a child, you must give us notice in writing of your intention to do so and confirm: (a) The date on which you and/or your spouse, civil partner or Partner were notified of having been matched with the child, together with the Expected Placement Date; (b) Whether you intend to take one week's leave or two consecutive weeks' leave; and (c) When you would like to start your leave. You can state that your leave will start on: i. the day on which the child is placed with you or the adopter; ii. a day which is a specified number of days after the child's placement; or iii. a specific date later than the Expected Placement Date. 16.13

You must give notice under paragraph 16.17 no more than seven days after you and/or your spouse, civil partner or Partner were notified of having been matched with the child (or, if this is not possible, as soon as you can). 16.14 We may require a signed declaration from you that you are taking paternity leave for a purpose for which it is intended; namely, to care for the child or to support your spouse, civil partner or Partner in caring for the child. Changing the dates of your paternity leave. 16.23 Where you are to take paternity leave in respect of a child's birth, you can give us written notice to vary the start date of your leave from that which you originally specified. This notice should be given: (a) Where you wish to vary your leave to start on the day of the child's birth, at least 28 days before the first day of the Expected Week of Childbirth. (b) Where you wish to vary your leave to start a specified number of days after the child's birth, at least 28 days (minus the specified number of days) before the first day of the Expected Week of Childbirth. (c) Where you wish to vary your leave to start on a specific date (or a different date from that you originally specified), at least 28 days before that date. 16.24 Where you are to take paternity leave in respect of a child's adoption, you can give us written notice to vary the start date of your leave from that which you originally specified in the notice given under paragraph 15617. This notice should be given: (a) Where you wish to vary your leave to start on the day that the child is placed with you or the adopter, at least 28 days before the Expected Placement Date. (b) Where you wish to vary your leave to start a specified number of days after the child's placement, at least 28 days (minus the specified number of days) before the Expected Placement Date. (c) Where you wish to vary your leave to start on a specific date (or a different date from that you originally specified), at least 28 days before that date.

16.25 If you are unable to give us 28 days' written notice of the wish to vary the start of your leave as set out above, you should give us written notice of the change as soon as you can. Statutory paternity pay 16.28 In this paragraph, Relevant Period means: (a) In birth cases, the eight-week period ending with the 15th week before the Expected Week of Childbirth. (b) In adoption cases, the eight-week period ending with the week in which you or your spouse, civil partner or Partner were notified of being matched with the child. 16.29 If you take paternity in accordance with this policy, you will be entitled to ordinary statutory paternity pay (SPP) if, during the Relevant Period, your average weekly earnings are not less than the lower earnings limit set by the government. 16.31 SPP are paid at a prescribed rate which is set by the government for the relevant tax year, or at 90% of your average weekly earnings calculated over the Relevant Period if this is lower. Terms and conditions during paternity leave 16.32 All the terms and conditions of your employment remain in force during paternity leave, except for the terms relating to pay. In particular: (a) Benefits in kind shall continue; (b) Annual leave entitlement under your contract shall continue to accrue; and (c) Pension benefits shall continue.

Annual leave 16.33 During paternity leave, annual leave will accrue at the rate provided under your contract. 16.34 Annual leave cannot usually be carried over from one holiday year to the next. If the holiday year is due to end during your absence on paternity leave, you should ensure that you have taken your full year's entitlement before your paternity leave starts. 16.35 Our holiday year runs from 01 June to 31 May. Returning to work 16.36 You are normally entitled to return to work following paternity leave to the same position you held before commencing leave. Your terms of employment will be the same as they would have been had you not been absent. 16.37 However, if you have combined your paternity leave with a period of parental leave of more than four weeks, and it is not reasonably practicable for you to return to the same job, we will offer you a suitable and appropriate alternative position. 16.38 If you are unable to return to work from paternity leave as expected due to sickness or injury, this will be treated as sickness absence and our Sickness Absence Policy will apply. 16.39 In any other case, a late return will be treated as unauthorised absence.

16.40 We will deal with any requests by employees to change their working patterns (such as working part-time) after paternity leave on a case-by-case basis, in accordance with our Flexible Working Policy. We will try to accommodate your wishes unless there is a justifiable reason for refusal, bearing in mind the needs of the business. It is helpful if requests are made as early as possible. 16.41 If you do not intend to return to work or are unsure, it is helpful if you discuss this with us as early as possible. If you decide not to return you should submit your resignation in accordance with your contract. Once you have done so you will be unable to change your mind without our agreement. This does not affect your right to receive SPP. 17. Shared Parental Leave Policy 17.1 This policy outlines the arrangements for shared parental leave and pay in relation tothe birth, of a child. Shared parental leave also applies where a child is placed for adoption. The arrangements in relation to adoption are very similar to those that apply in relation to the birth of a child. If you are considering taking shared parental leave in relation to the adoption of a child, you should contact your line manager who will provide you with further information regarding eligibility and notice requirements. 17.2 This policy applies to all employees. The aspects of this policy relating to shared parental pay also apply to those who are not employees but are in ‘employed earner’s employment’ with us (this would include most qualifying agency workers). If you are unclear as to whether you fall into this category, please contact your line manager. No other aspects of this policy apply to nonemployees, such as consultants or self-employed contractors. 17.3 This policy is for guidance only and does not form part of your contract of employment and we may amend it at any time. It outlines the rights employees and others are given by law but is intended to be a summary only and not a complete statement of your rights. Please contact your line manager if you have any queries about your entitlement.

Definitions The definitions in this paragraph apply to this policy. Expected Week of Childbirth (EWC) the week, beginning on a Sunday, in which the doctor or midwife expects your child to be born; parent one of two people who will share the main responsibility for the child’s upbringing (and who may be either the mother, the father or the mother’s partner if not the father); partner your spouse, civil partner or someone living with you in an enduring family relationship, but not your sibling or half- sibling, child, parent, adoptive parent or former adoptive parent, grandparent, grandchild, aunt, uncle, niece or nephew; Qualifying Week the fifteenth week before the EWC. Shared parental leave 17.4 Shared parental leave (SPL) allows working parents to share periods of leave or pay entitlement following the birth of a child. It can be taken if you are the mother of a child, the father of a child or the partner of a mother. 17.5 Up to 50 weeks’ statutory maternity leave (SML) and up to 37 weeks’ statutory maternity pay (SMP) (or, if the mother is not entitled to SMP, maternity allowance (MA)) may be available to be shared. The leave can be shared so that it is taken at the same time as your partner or at different times. 17.6 The amount of leave and pay available to be shared will depend on how much SML has been used by, and how much SMP (or MA) has been paid to, the child’s mother. Only the untaken balance of SML and SMP/MA is available to be shared. For example, if the child’s mother is entitled to 52 weeks’ maternity leave and 39 weeks’

statutory maternity pay and has taken 16 weeks’ leave and pay, the balance of 36 weeks’ leave and 23 weeks’ pay can be shared. 17.7 SPL is optional, if you decide you wish to take it you need to opt to do so. In order for SPL to be taken, the mother must bring her entitlement to maternity leave or maternity pay/maternity allowance to an end. The process for doing this is outlined below. However, if you are the mother, you must take two weeks of compulsory maternity leave following the child’s birth; this cannot be shared. 17.8 If you are the child’s father, any entitlement to SPL is in addition to any entitlement to statutory paternity leave and pay. The former right to take additional paternity no longer exists. For further information on paternity leave and pay, see our Paternity Leave policy. Who may take shared parental leave? 17.9 Provided you and your partner comply with the eligibility requirements (see paragraphs 17.11 – 17-13) and the conditions regarding the giving of notices (see paragraph 17.18 – 17.24), you may take SPL if you are: a) the child’s mother; b) the child’s father; or c) the mother’s partner, if the child’s father does not share the main responsibility for the care of the child. 17.10 In each case, in order to be eligible to take SPL, you must share the main responsibility for the care of the child. Eligibility requirements 17.11 You must have at least 26 weeks’ continuous employment with us by the end of the Qualifying Week and still be employed by us in the week before the SPL is to be taken.

17.12 The other parent of the child (or the partner of the mother) must have worked (in employed or self-employed capacity) in at least 26 of the 66 weeks before the EWC and have had average weekly earnings of at least £30 during 13 of those weeks. 17.13 In addition to the requirements in paragraphs 17.11 and17.12, you and the other parent (or partner of the mother) must give the required statutory notices and declarations summarised in paragraphs 17.18 – 17.24 Evidence of entitlement 17.14 We may require you to give us a copy of the child’s birth certificate or, if you have not yet obtained a birth certificate, a signed declaration of the child’s date and place of birth, and the name and address of the other parent’s employer (or a declaration that they have no employer). How to opt to take shared parental leave and pay 17.15 If you are a mother who wishes to take SPL, you will need to give us: a) a leave curtailment notice; and b) a notice of entitlement; and c) a period of leave notice. 17.16 If you are the child’s father, or the mother’s partner, you will only be able to take SPL once the mother has either: a) returned to work; or b) given her employer a curtailment notice to end her maternity leave or her SMP (if she is entitled to SMP); or c) given a curtailment notice to the benefits office to end her MA (if she is not entitled to maternity leave or SMP).

17.17 You must give us: a) a notice of entitlement; and b) a period of leave notice. Leave curtailment notice 17.18 If you are the child’s mother and you are still on maternity leave, you must give us not less than eight weeks’ written notice to end your maternity leave (known as a leave curtailment notice) before you can take SPL. The notice must state the date your maternity leave will end. 17.19 You can give us the leave curtailment notice before or after you give birth but your maternity leave cannot end until two weeks after the child’s birth, as this period of maternity leave is compulsory. 17.20 Unless you gave us the leave curtailment notice before your child was born, once you have given us a leave curtailment notice you cannot normally withdraw it. Notice of entitlement 17.21 If you wish to take SPL, you must give us a written notice of entitlement, which explains that you are entitled to take SPL and that you intend to take it. 17.22 The notice of entitlement must state: a) your name and the name of your partner; b) the start date and end dates of your (or the mother’s) maternity leave or, where there is no entitlement to maternity leave, the start date and end dates of any SMP or MA period; c) the total SPL available (ie 52 weeks less the number of weeks of maternity leave, SMP or MA period taken or to be taken by the mother);

d) how much of that SPL will be allocated to you and how much to your partner (you can change the allocation by giving us a further written notice later and you do not have to use your full allocation); e) if you are claiming statutory shared parental pay, the total shared parental pay available (ie 39 weeks less the number of weeks of SMP or MA period taken or to be taken by the mother); f) how much of that available shared parental pay you will take and how much will be used by your partner (you can change the allocation by giving us a further written notice and you do not have to use your full allocation); g) suggested start and end dates for each period of leave (this indication will not be binding at this stage but please give as much information as you can about your future intentions); and h) declarations by you and your partner that you meet the statutory conditions for entitlement to SPL and shared parental pay. i) The notice of entitlement must be given to us not later than eight weeks before you want the SPL to start. Period of leave notice 17.23 You must give us a period of leave notice that sets out the start and end dates of your SPL. This can be given at the same time as your leave curtailment notice and/or your notice of entitlement. It must be given not less than eight weeks before you want your SPL to start. 17.24 You must also state in your period of leave notice the dates on which you intend to claim shared parental pay, if applicable. For further information on shared parental pay, see paragraph 17.33 – 17.36. 17.25 You can give us a maximum of three period of leave notices. Therefore if you wish to make any further arrangements for leave once you have reached this maximum, this must be with our prior agreement.

When shared parental leave may be taken 17.26 SPL can be taken at any time until 12 months after the baby is born. It cannot start until two weeks after the birth. 17.27 Your period of leave notice specifies when you want to take SPL. SPL cannot be taken in odd days; it can only be taken in complete weeks. 17.28 You can choose to take SPL at the same time as your partner or at different times to your partner. You can also choose to take a continuous block of time as SPL or you can ask to take it as discontinuous periods. If you ask to take it as discontinuous periods, we may refuse your request and propose alternative dates for your leave or ask you to take it as a continuous block instead. 17.29 You can give up to three period of leave notices. If the period of leave notice is validly given and provides dates for a single continuous block of SPL, you will be entitled to take the leave set out in the notice. If you have requested to take your leave in discontinuous periods and we have refused that request, you may take your leave either on the alternative dates we agree between us or as one continuous period of leave. 17.30 The rules regarding discontinuous periods of leave are particularly complicated so please seek early advice from your line manager if you propose taking your SPL in discontinuous periods. 17.31 You should discuss your proposed periods of leave with your line manager as early as possible in advance of submitting your formal request. This will give us more time to consider your request and make arrangements to cover your absence.

17.32 Once you have given us a period of leave notice, you can usually either cancel or vary the period of SPL by giving us not less than eight weeks’ notice in writing. Shared parental pay 17.33 Statutory shared parental pay of up to 39 weeks (less any weeks of SMP claimed by you or the other parent) may be available provided you have at least 26 weeks’ continuous employment with us at the end of the Qualifying Week and your average earnings are not less that the lower earnings limit set by the government each year. Statutory shared parental pay is paid at a rate set by the government each year. Your line manager can advise you of the current rate. 17.34 Note that you may be eligible for SPL but not eligible for shared parental pay. Some employees will be entitled to take shared parental leave, and entitled to claim some shared parental pay, but will have exhausted their entitlement to shared parental pay by the time a particular week of shared parental leave is taken. In such cases, the week of shared parental leave may be taken but it will be unpaid. 17.35 You should tell us in your period of leave notice(s) whether you intend to claim shared parental pay during your leave and, if applicable, for what period. If it is not in your period of leave notice, you can tell us separately in writing instead, not less than eight weeks before you want shared parental pay to start. Other terms and conditions during shared parental leave 17.36 Your terms and conditions of employment remain in force during SPL, except for the terms relating to pay. Annual Leave 17.37 During SPL annual leave will accrue at the rate provided under your contract 17.38

Our holiday year runs from the 1st of June to the 31st of May. In many cases a period of SPL will last beyond the end of the holiday year. Any holiday entitlement for the year that cannot be reasonably be taken before starting SPL can be carried over to the next holiday year. 17.39 You should discuss your holiday plans with your line manager in good time before starting your SPL. All holidays are subject to approval by your manager. Keeping in touch during shared parental leave (SPLIT days) 17.40 We may make reasonable contact with you from time to time during any periods of SPL you take, for example to discuss arrangements for your return to work, although we will keep this to a minimum. You should discuss with your line manager what contact we may make. 17.41 You may be asked to work (including attending training) on up to 20 ‘keeping in touch’ days during your SPL (known as SPLIT days). This is in addition to any keeping in touch days (or KIT days) that you may have taken during maternity leave. SPLIT days are not compulsory and must be discussed and agreed with your line manager. 17.42 You will be paid at your normal basic rate of pay for time spent working on a SPLIT day and this will be inclusive of any statutory shared parental pay entitlement. Alternatively, you may agree with your line manager to receive the equivalent paid time off in lieu. Returning to work 17.43 If you want to end a period of SPL early, you must give us not less than eight weeks’ written notice of the new return date. If you have already given us three period of leave notices, you will not be able to end your SPL early without our agreement. 17.44 If you still have unused SPL remaining and wish to extend your SPL, you must

give us a written period of leave notice not less than eight weeks before the date you were due to return to work. If you have already given us three period of leave notices, you will not be able to extend your SPL without our agreement. You may instead be able to request annual leave or (ordinary) parental leave, subject to the needs of the business. For further information on parental leave, see our Parental Leave Policy. Your rights when you return 17.45 You are normally entitled to return to work in the position you held before starting SPL and on the same terms and conditions of employment. However, if it is not reasonably practicable for us to allow you to return to the same position, we may give you another suitable and appropriate job on terms and conditions that are no less favourable, but only in the following circumstances: a) if your SPL and any maternity or paternity leave you have taken in relation to the relevant child adds up to more than 26 weeks in total (whether or not it was taken consecutively); or b) if you took SPL consecutively with more than four weeks of (ordinary) parental leave. 17.46 Shortly before you are due to return to work from a period of shared parental leave, we may invite you to have a discussion (whether in person or by telephone) about the arrangements for your return to work. This may include updating you on any changes that may have occurred, discussing any necessary training and discussing any changes to working arrangements. Returning to work part-time 17.47 If you would like to explore the possibility of changing your hours or other working arrangements on return from SPL, please consult our Flexible Working Policy. It is helpful if any request under the policy is made as early as possible. Deciding not to return 17.48 If, while on shared parental leave, you decide that you do not wish to not to return to work, you should notify us as soon as possible by contacting your line manager. You must give notice of resignation to us in accordance with your contract of employment. When you give notice to us you should ensure that you have sufficient leave left to run (ie at least equal to your notice period), as otherwise you might be required to return to work for the remainder of the notice period.

Special cases 17.49 Special rules regarding shared parental leave and pay apply where: a) the child is born earlier than expected; b) you or your partner cease to care for the child; or c) the mother, father, partner or the child dies. In such circumstances, you should contact your line manager for advice. 18. Parental Leave Policy 18.1 The law recognises and we respect that there will be occasions when working parents wish to take time off work to care for or spend time with their child or children. 18.2 This policy reflects the statutory right of employees with at least one years' continuous service to take up to 18 weeks' unpaid parental leave in respect of each child. 18.3 No-one will be subjected to a detriment for taking or seeking to take parental leave in accordance with this policy. 18.4 This policy does not apply to agency workers, consultants or self-employed contractors. Entitlement to parental leave 18.5 Employees who fulfil the criteria set out in paragraph 18.7 and paragraph 18.8 are entitled to take up to 18 weeks' parental leave in relation to each child for whom they are responsible. The rules on how and when parental leave can be taken are set out in paragraph 18.9 to paragraph 18.19. 18.6

Any parental leave that employees take in relation to a child while working for another employer counts towards their 18-week entitlement. If you have taken parental leave in relation to a child during previous or concurrent employment, you should provide details to your line manager. 18.7 To take a period of parental leave in relation to a child, you must: (a) have at least one year's continuous employment; (b) have or expect to have responsibility for the child; and (c) be taking the leave to spend time with or otherwise care for the child. 18.8 You have responsibility for a child for the purposes of paragraph 18.7 if you: (a) are the child's biological mother or father (whether or not you are living with the child); (b) are the child's adoptive parent; or (c) otherwise have legal parental responsibility for the child. For example, if you are the child's guardian. Timing of parental leave 18.9 Parents of a child (whether born to the parents or adopted) are entitled to take up to 18 weeks of unpaid leave to care for that child before the child’s 18th birthday. 18.10 Unless the leave is to be taken in respect of a child entitled to a disability living allowance, you: (a) can only take parental leave in blocks of a week's leave or a multiple of a week's leave; and (b) are only entitled to take four weeks' parental leave each year in relation to each child. A year for this purpose begins on the date when you became entitled to take parental leave in relation to the child in question.

Notification requirements 18.11 You must give your line manager notice of your intention to take parental leave. It would be helpful if you can give this notice in writing. The notice requirements are as follows: (a) If you wish to take parental leave commencing immediately on the birth of a child, you must give notice of this intention at least 21 days before the start of the expected week of childbirth (EWC). The notice must specify the EWC and the duration of the period of leave required. (b) If you wish to take parental leave commencing immediately on the adoption of a child, you should give notice of this intention at least 21 days before the start of the expected week of placement (EWP). If this is not possible, you must give as much notice as you can. The notice must specify the EWP and the duration of the period of leave required (c) In all other circumstances, you must give notice of your intention to take parental leave at least 21 days before you intend the leave to start. The notice must specify the dates on which the period of leave is to begin and end. 18.12 If you wish to take a period of parental leave immediately after a period of ordinary paternity leave, it would be helpful if you could give your line manager notice of that intention at least 21 days before the start of the EWC (or EWP, if applicable). If this is not possible, you should give as much notice as you can. If you do not give notice at least seven days before your period of ordinary paternity leave starts, we might not allow you to take the period of parental leave requested. However, we shall consider each case on its merits. Evidential requirements 18.13 Before you take a period of parental leave under this policy, you must provide us with evidence of: (a) your responsibility or expected responsibility for the child; (b) the child's date of birth or date of adoption placement; and (c) if applicable, the child's entitlement to a disability living allowance. 18.14 For details of what evidence is required in your particular circumstances, or if you have difficulties obtaining the evidence, please contact your line manager. Our right to postpone parental leave

18.15 Where you give notice in accordance with paragraph 16.11 of your intention to take parental leave on the birth or adoption of a child, we shall not postpone that leave. 18.16 We shall not postpone parental leave if the postponement would result in the leave being taken after the child's 18th birthday. 18.17 However, in any other circumstances we might postpone a proposed period of parental leave for up to six months where the leave as planned would unduly disrupt our business. We might do so, for example, where: (a) you wish to take parental leave during a peak period; (b) a number of employees wish to take parental leave at the same time; (d) your work is of importance to a time-critical project; or (e) cover for your work cannot be found before the date on which your parental leave is due to start. 18.18 If we decide to postpone your parental leave, we shall: (a) consult with you about the date to which the leave might be postponed; and 43 (b) no more than seven days after you gave notice of your intention to take the leave, give you written notice stating the reason for the postponement and the new beginning and end dates of the leave which we will allow you to take. 18.19 You will not lose your parental leave entitlement if, because of our postponement of such leave, the leave remains untaken on your child's 18th birthday. Terms and conditions during parental leave 18.20 Parental leave under this policy is unpaid. Your contractual provisions relating to pay and benefits are suspended during parental leave. 18.21

However, during parental leave you are entitled to benefit from any contractual terms you have in relation to being given notice, redundancy compensation and disciplinary and grievance procedures. 18.22 During parental leave you will remain bound by your obligation of good faith towards us, as well as any contractual terms relating to the giving of notice, the disclosure of confidential information, the acceptance of gifts and benefits, and your freedom to participate in another business (for example, by working for a third party). Returning to work 18.23 You are normally entitled to return to work following parental leave to the same position you held before commencing leave. Your terms of employment will be the same as they would have been had you not been absent. 18.24 However, it might not be possible for us to allow you to return to the same job where your period of parental leave has been longer than four weeks, or has been combined with a period of additional maternity, paternity or adoption leave. In such circumstances, we will offer you a suitable and appropriate alternative position. 18.25 We will deal with any requests by employees to change their working patterns (such as working part-time) after parental leave on a case-by-case basis, in accordance with our Flexible Working Policy. We will try to accommodate your wishes unless there is a justifiable reason for refusal, bearing in mind the needs of our business. It is helpful if flexible working requests are made as early as possible. Abuse of this policy 18.26 Where an employee takes a period of parental leave under this policy for purposes other than spending time with or otherwise caring for their child, this will be dealt with as a disciplinary issue under our Disciplinary Procedure. 19. Time Off for Dependants Policy

19.1 The law recognises and we respect that there will be occasions when you will need to take time off work to deal with unexpected events involving one of your dependants. 19.2 No-one who takes time off in accordance with this policy will be subjected to any detriment. 19.3 This policy does not apply to agency workers, consultants, or self-employed contractors. The right to reasonable unpaid time off 19.4 This time off for dependant policy gives all employees a right to take a reasonable amount of unpaid time off work when it is necessary to: (a) provide assistance when a dependant falls ill, gives birth, is injured or assaulted (b) make longer-term care arrangements for a dependant who is ill or injured; (c) take action required in consequence of the death of a dependant; (d) deal with the unexpected disruption, termination or breakdown of arrangements for the care of a dependant; and/or (e) deal with an unexpected incident involving their child during school hours (or those of another educational establishment). 19.5 A dependant for the purposes of this policy is: (a) an employee's spouse, civil partner, parent or child; (b) a person who lives in the same household as the employee, but who is not their tenant, lodger, boarder or employee; or (c) anyone else who reasonably relies on the employee to provide assistance, make arrangements or take action of the kind referred to in paragraph 19.4. 19.6 Employees are only entitled to take time off under this policy to provide personal care for a dependant where there is an immediate crisis. If you know well in advance that you wish to take time off to care for a dependant yourself, rather than arrange for someone else to do so, this policy will not apply. You should take advice from your line manager if you need to take time off work in these circumstances.

19.7 For the right to time off under this policy to arise, it must be necessary for you to take action in relation to a dependant. Whether action is necessary will depend on the nature of the problem, the closeness of the relationship between you, and whether someone else is available to assist. Action is unlikely to be considered necessary if you knew in advance that a problem might arise but didn't make alternative arrangements for a dependant's care. 19.8 Reasonable time off in relation to a particular problem will not normally be more than one day. However, we will always consider each set of circumstances on their facts. Exercising the right to time off 19.9 You will only be entitled to time off under this policy if, as soon as is reasonably practicable, you tell us: (a) the reason for your absence; and (b) how long you expect to be away from work. 19.10 If you fail to notify us as required by paragraph 17.9, you may be subject to disciplinary proceedings under our Disciplinary Procedure for taking unauthorised time off. 19.11 Where it is possible to do so in advance or when you return to work after taking time off under this policy, we might ask you to provide evidence for your reasons for taking the time off. Suspected abuse of this policy will be dealt with as a disciplinary issue under our Disciplinary Procedure. 20. Compassionate Leave 20.1 Compassionate leave is designed to help an employee where they need to deal with necessary arrangements for or assist a close relative who is seriously or critically ill. Entitlement

20.2 At the discretion of the Company, employees are entitled to take paid compassionate leave in respect of a spouse or partner, child, stepchild, grandchild, parent, stepparent, parent-in-law, grandparent, brother or sister, stepbrother or stepsister, or brother or sister-in-law. 20.3 We may exercise our discretion to grant paid compassionate leave in respect of any other relative or close friend, depending on the circumstances of each case. 20.4 An employee who is unable to return to work following a period of compassionate leave should contact their line manager. It may be appropriate to take a period of annual leave or unpaid leave in those circumstances. Requesting compassionate leave 20.5 We recognise that it may not always be possible to request compassionate leave in advance. However, where it is possible, you should do so and tell us the reasons for your request and the number of days leave you would like to take. 20.6 Where it is not possible to request leave in advance you should contact your line manager as soon as possible to tell them the reason for your absence and the number of days you expect to be absent. 20.7 In exceptional circumstances we may have to refuse a request for compassionate leave. 21. Bereavement Leave Entitlement 21.1 Employees are entitled to take paid bereavement leave of up to 2 days in the event of the death of a spouse or partner, child, stepchild, grandchild, parent, step-parent, parent-in-law, grandparent, brother or sister, stepbrother or stepsister, or brother or sister-in-law.

21.2 We may exercise our discretion to grant paid bereavement leave in the event of the death of any other relative or close friend, depending on the circumstances of each case. 21.3 An employee who is unable to return to work following a period of bereavement leave should contact their line manager. It may be appropriate to take a period of sickness absence, annual leave or unpaid leave in those circumstances. Requesting bereavement leave 21.4 We recognise that it may not always be possible to request bereavement leave in advance. However, where it is possible, you should do so and tell us the reasons for your request and the number of days leave you would like to take. 21.5 Where it is not possible to request leave in advance you should contact your line manager as soon as possible to tell them the reason for your absence and the number of days you will be absent. We may at our discretion agree to allow you paid time off to attend such appointments unpaid. This will be confirmed in advance of the appointment should we decide to exercise our discretion. 22. Flexible Working Policy 22.1 This flexible working policy gives eligible employees an opportunity to request a change to their working pattern. 22.2 To be eligible to make a request under the formal procedure, you must: (a) be an employee; (b) have worked for us continuously for 26 weeks at the date your request is made; and (c) not have made a formal request to work flexibly during the last 12 months (even if you withdrew that request). What is a flexible working request?

22.3 A flexible working request under this policy means a request to do any or all of the following: a) to reduce or vary your working hours; b) to reduce or vary the days you work; c) to work from a different location (for example, from home). Making a flexible working request 22.4 Your flexible working request should be submitted to us in writing and dated. It should: (a) state that it is a flexible working request; (b) explain the change being requested and propose a start date; (c) identify the impact the change would have on the business and how that might be dealt with; (d) state whether you have made any previous flexible working requests, and if so, when. Meeting 22.7 We will arrange a meeting at a convenient time and place within 28 days of your request being submitted (unless this timescale is varied by agreement). You may be accompanied at the meeting by a colleague of your choice. They will be entitled to speak and confer privately with you, but may not answer on your behalf. 22.8 We may decide to grant your request in full without a meeting, in which case we will write to you within 28 days of your request. Decision 22.9 We will inform you in writing of our decision within 14 days of the meeting. 22.10 If your request is accepted, we will write to you with details of the new working arrangements and the date on which they will commence. You will be asked to sign and return a copy of the letter. 22.11

Unless otherwise agreed, changes to your terms of employment will be permanent. However, we may suggest an initial trial period. 22.12 We may reject your request for one or more of the following business reasons: (a) the burden of additional costs; (b) detrimental effect on ability to meet customer demand; (c) inability to reorganise work among existing staff; (e) inability to recruit additional staff; (e)detrimental impact on quality; (f)detrimental impact on performance; (f) insufficiency of work during the periods that you propose to work; or (h)planned changes. 22.13 If we are unable to agree to your request, we will write to tell you which of those reasons applies in your case and why. We will also set out the appeal procedure. Appeal 22.14 You may appeal in writing within 14 days of receiving your written rejection of your request. 22.15 Your appeal must be dated and must set out the grounds on which you are appealing. 22.16 We will hold a meeting with you within 14 days of receiving your appal. You may bring a colleague to the meeting. 22.17 We will tell you in writing of our final decision within 14 days of the appeal meeting. There is no further right of appeal. 23. Time Off for Public Duties 23.1

We wish to enable employees to perform any public duties that they may be committed to undertake and so will give them time off to do so where it does not conflict with the operational needs of our business. We are not obliged to grant employees paid leave for these purposes; but may in our discretion agree to do so. Jury service 23.2 You should tell your line manager as soon as you are summoned for jury service and provide a copy of your summons if requested. 23.3 Depending on the demands of our business we may request that you ask to defer, or apply to be excused from your jury service. Voluntary public service 23.4 Employees are entitled to a reasonable amount of unpaid time off work to carry out certain public duties. 23.5 Public service duties include service as a: (a) Tribunal member. (b) Magistrate. (c) Local councillor. (d) Member of an NHS Trust. (e) Prison visitor. (f) Lay visitor to police stations. (g) School governor. 23.6 If you are unsure whether a public service that you perform is covered by this policy you should speak to your line manager. 23.7 As soon as you are aware that you will require time off for performance of a public service you should notify your line manager in writing, providing full details of the time off that is being requested and the reasons for your request. In order that arrangements can be made to cover your duties in your absence you should make your request in good time.

23.8 We will agree to requests for time off to undertake public duties wherever reasonably possible. 23.9 Each request for time off will be considered on its merits, in the circumstances in which it is made including: (a) Whether the activity is reasonable in relation to your employment. (b) How much time off is reasonably required for the duty in question. (c) How much time off you have already taken for the public duty in question. (d) How your absence will affect our business. 24. Adverse Weather And Travel Disruption Policy 24.1 This policy applies where it becomes impossible or dangerous for employees to travel in to work because of: (a) extreme adverse weather such as heavy snow; (b) industrial action affecting transport networks; or (c) major incidents affecting travel or public safety. 24.2 On these occasions we recognise that a flexible approach to working arrangements may be necessary to accommodate the difficulties employees face and to protect health and safety, while still keeping the business running as effectively as possible. Travelling to work 24.3 You should make a genuine effort to report for work at your normal time. This may include leaving extra time for the journey and/or taking an alternative route. Travel on foot or by bicycle should be considered where appropriate and safe. 24.4 If you are unable to attend work on time or at all, you should telephone your line manager before your normal start time on each affected day. 24.5 If you are unable to attend work, you should check the situation throughout the day in case it improves. Information may be available from local radio stations, the police, transport providers or the internet. If conditions improve sufficiently, you should report this to your line manager and attend work unless told

otherwise. 24.6 If you do not make reasonable efforts to attend work or fail to contact your line manager without good reason, you may be subject to disciplinary proceedings for misconduct. We will consider all the circumstances including the distance you have to travel, local conditions in your area, the status of roads and/or public transport, and the efforts made by other employees in similar circumstances. Alternative working arrangements 24.7 You may be required to work from home, where possible, or from an alternative place of work, if available. Your line manager will advise you of any such requirement. You will receive your normal pay in these circumstances. 24.8 If you are able to work, you may sometimes be expected to carry out additional or varied duties during such periods. However, you will not be required to do anything you cannot do competently or safely. Late starts and early finishes 24.9 If you arrive at work late or ask to leave early, you will usually be expected to make up any lost time. Your line manager has the discretion to waive this. 24.10 Where half of the normal working day or more is lost, this will be treated as absence and dealt with as set out below Absence and pay 24.11 If you are absent from work due to extreme weather or other disruptions to travel, you are not generally entitled to be paid for the time lost. However, the Company may at its absolute discretion agree to pay you for absences in such circumstances. 24.12

If the Company has decided not to exercise their discretion to pay you for such absences then the absence can be treated in a variety of ways and you should discuss your preference with your line manager (who retains overall discretion in the matter). A number of options are set out below: (a) Treating the absence as annual leave - if you have sufficient annual leave. (b) Making up the lost hours within a reasonable time. (c) Treating the absence as unpaid leave. 24.13 If, in exceptional circumstances, we decide to close the workplace, you will be paid as if you had worked your normal hours. School closures and other childcare issues 24.14 Adverse weather sometimes leads to school or nursery closures or the unavailability of a nanny or child-minder. In cases such as these where childcare arrangements have been disrupted, you may have a statutory right to reasonable time off without pay. For further information, see our Time Off for Dependants Policy. 25. Health and Safety Policy 25.1 We are committed to ensuring the health and safety of our staff and to providing a safe environment for all those attending our premises by maintaining safe and healthy working conditions through control of the health and safety risks arising from our work activities. 25.2 In accordance with our health and safety duties, we are responsible for: (a) Assessing risks to health and safety and identifying ways to overcome them. (b) Providing and maintaining a healthy and safe place to work and a safe means of entering and leaving our premises, including emergency procedures for use when needed. (c) Providing information, instruction, training and supervision in safe working methods and procedures as well as working areas and equipment that are safe and without risks to health. (d) Ensuring that equipment has all necessary safety devices installed, that equipment is properly maintained and that appropriate protective clothing is provided. (e) Promoting co-operation between members of staff to ensure safe and healthy conditions and systems of work by discussion and effective joint

consultation. (f) Regularly monitoring and reviewing the management of health and safety at work, making any necessary changes and bringing those to the attention of all staff. Standards of workplace behaviour 25.3 You must co-operate with us on health and safety matters and comply with any health and safety instructions. 25.4 You must take reasonable care of your own health and safety and that of others by observing safety rules applicable to you and following instructions for the use of equipment (including safety equipment and protective clothing). 25.5 Any health and safety concern, however trivial it might seem, including any potential risk, hazard or malfunction of equipment, must be reported to your line manager. 25.6 You must co-operate in the investigation of any accident or incident that has led, or which we consider might have led, to injury. 25.7 Failure to comply with health and safety rules and instructions or with the requirements of this policy may be treated as misconduct and dealt with under our Disciplinary Procedure. Equipment 25.8 All staff must use equipment in accordance with operating instructions, instructions given by managers and any relevant training. Any fault with, damage to or concern about any equipment or its use must immediately be reported to your line manager. 25.9 Employees must ensure that health and safety equipment is not interfered with and that any damage is immediately reported. No member of staff should

attempt to repair equipment unless trained and designated to do so. Failure to report damage to, or a fault with equipment, or failure to use it as directed may result in action under our Disciplinary Procedure. Accidents and first aid 25.10 Any accident at work however trivial, and whether involving personal injury or not, should be reported to your line manager so that details can be recorded in the Accident Book. All staff must cooperate with any resulting investigation. 25.11 Details of first aid facilities and trained first aiders are displayed on the notice board(s). Emergency evacuation and fire precautions 25.12 You should familiarise yourself with the instructions about what to do in the event of fire which are displayed on notice boards. You should also know where the fire extinguishers are, ensure that you are aware of your nearest fire exit and alternative ways of leaving the building in an emergency. 25.13 Fire wardens are responsible for the effective evacuation of designated areas. In the event of a suspected fire or fire alarm you must follow their instructions. 25.14 Regular fire drills will be held to ensure that our fire procedures are effective and to ensure you are familiar with them. These drills are important and must be taken seriously. 25.15 You should notify your line manager as soon as possible if there is anything (for example, impaired mobility) that might impede your evacuation in the event of a fire. 25.16 If you discover a fire you should not attempt to tackle it unless you have been trained or feel competent to do so. You should operate the nearest fire alarm and, if you have sufficient time, report the location of the fire to your line

manager. 25.17 On hearing the fire alarm you should remain calm and walking quickly, not running, evacuate the building immediately following the instructions of the fire wardens. Do not stop to collect personal possessions and do not re-enter the building until you are told that it is safe to do so. Risk assessments and manual handling 25.18 General workplace risk assessments are carried out when required or as reasonably requested by members of staff or management. If you use a computer for prolonged periods of time you can request a workstation assessment. 26. No-Smoking Policy 26.1 All of our workplaces (including our vehicles) are smoke-free and all staff and visitors have a right to a smoke-free environment. Our no-smoking policy complies with the Health Act 2006 and associated regulations and covers the use of e- cigarettes as well as tobacco. Scope and implementation of the policy 26.2 No-smoking signs are displayed at the entrances to our workplace. 26.3 Staff using our vehicles, whether as a driver or passenger, must ensure the vehicles remain smoke-free. Any of our vehicles that are used primarily for private purposes are NOT excluded from the smoking ban. 27. Substance Misuse Policy 27.1 All staff are expected to arrive at work fit to carry out their jobs and to be able to

perform their duties safely without any limitations due to the use or after effects of alcohol or drugs (whether prescribed, over the counter or illegal). 27.2 Misuse of alcohol and drugs can lead to reduced levels of attendance, reduced efficiency and performance, impaired judgement and decision making and increased health and safety risks, not only for the individual but also for others. Irresponsible behaviour or the commission of offences resulting from the misuse of alcohol or drugs may damage our reputation and, as a result, damage our business. 27.3 We will not accept staff arriving at work under the influence of alcohol or drugs, and/or whose ability to work is impaired in any way by reason of the consumption of alcohol or drugs, or who consume alcohol or take drugs (other than prescription or over the counter medication, as directed) on our premises. 27.4 You should not drink alcohol during the normal working day, at lunchtime, or at on other breaks. Drinking alcohol while at work without authorisation or working under the influence of alcohol may be considered serious misconduct. 27.5 We expect all our staff to comply with the drink-driving legislation at all times. Our reputation will be damaged if you are convicted of a drink-driving offence and, if your job requires you to drive and you lose your licence, you may be unable to continue to do your job. Committing a drink-driving offence outside or during working hours or while working for us may lead to action under our Disciplinary Procedure and could result in dismissal. 27.6 If you are prescribed medication you must seek advice from your GP or pharmacist about the possible effect on your ability to carry out your job and whether your duties should be modified or you should be temporarily reassigned to a different role. If so you must tell your line manager without delay. Searches 27.7 We reserve the right to conduct searches for alcohol or drugs, including, but not limited to, searches of lockers, filing cabinets and desks, packages sent to our address.

27.8 Any alcohol or drugs found as a result of a search will be confiscated and action may be taken under the Disciplinary Procedure. 27.9 If a manager has reason to believe that you are suffering the effects of alcohol or drugs misuse, for example, due to a deterioration in your work or behaviour, they will invite you to an investigatory interview. The purpose of the interview is to discuss the reason for the investigation and seek your views on, for example, the deterioration of your work performance and/or behaviour. Medical examination 27.10 If we suspect that there has been a breach of the above provisions we may require you to undergo a medical examination. If it is confirmed that you have been positively tested for drugs or alcohol we reserve the right to suspend you from work on full pay while dealing with matters under the disciplinary procedure. 28. Environmental Policy 28.1 Humana is committed to acting responsibly to protect and minimise our impact on the environment. We expect all staff, contractors and partners to uphold this same standard. 28.2 It is vital that we set the highest standards in working in an environmentally responsible manner. We can do this by: (a) Minimising waste and consumption of resources (b) Prevent, minimise or eliminate any incidence of pollution (c) Seek and encourage feedback from all stakeholders to maintain best practise (d) Provide the appropriate level of training, coaching and support to all staff members, contractors and partner organisations. (e) Regularly review our progress in following our policy and setting the best standard possible at all times.

28.3 The Managing Director accepts full responsibility for Humana’s performance and activity in relation to our environmental policy. He welcomes all stakeholders to communicate any concerns immediately to ensure we maintain best practise at all times. 29. Data Protection Policy Definition of data protection terms 29.1 Data is information which is stored electronically, on a computer, or in certain paper based filing systems. 29.2 Data subjects for the purpose of this policy include all living individuals about whom we hold personal data. A data subject need not be a UK national or resident. All data subjects have legal rights in relation to their personal data. 29.3 Personal data means data relating to a living individual who can be identified from that data (or from that data and other information in our possession). Personal data can be factual (such as a name, address or date of birth) or it can be an opinion (such as a performance appraisal). 29.4 Data controllers are the people who or organisations which determine the purposes for which, and the manner in which, any personal data is processed. They have a responsibility to establish practices and policies in line with the Act. We are the data controller of all personal data used in our business. 29.5 Data users include employees whose work involves using personal data. Data users have a duty to protect the information they handle by following our data protection and security policies at all times. 29.6 Data processors include any person who processes personal data on behalf of a data controller. Employees of data controllers are excluded from this definition but it could include suppliers which handle personal data on our behalf.

29.7 Processing is any activity that involves use of the data. It includes obtaining, recording or holding the data, or carrying out any operation or set of operations on the data including organising, amending, retrieving, using, disclosing, erasing or destroying it. Processing also includes transferring personal data to third parties. 29.8 ‘Sensitive’ personal data can include information about a person's racial or ethnic origin, political opinions, religious or similar beliefs, trade union membership, physical or mental health/condition, sexual life, or about the commission of, or proceedings for, any offence committed or alleged to have been committed by that person, the disposal of such proceedings or the sentence of any court in such proceedings. Sensitive personal data can only be processed under strict conditions, and will usually require the express consent of the person concerned. Data protection principles 29.9 Anyone processing personal data must comply with the eight enforceable principles of good practice. These provide that personal data must be: (a) Processed fairly and lawfully. (b) Processed for limited purposes and in an appropriate way. (c) Adequate, relevant and not excessive for the purpose. (d) Accurate. (e) Not kept longer than necessary for the purpose. (f) Processed in line with data subjects' rights. (g) Secure. (h) Not transferred to people or organisations situated in countries without adequate protection. Fair and lawful processing 29.10 The Act is intended not to prevent the processing of personal data, but to ensure that it is done fairly and without adversely affecting the rights of the data subject. The data subject must be told who the data controller is (in this case Humana Limited), and the purpose for which the data is to be processed by us, and the identities of anyone to whom the data may be disclosed or transferred.

29.11 For personal data to be processed lawfully, certain conditions have to be met. These may include, among other things, requirements that the data subject has consented to the processing, or that the processing is necessary for the legitimate interest of the data controller or the party to whom the data is disclosed. When sensitive personal data is being processed, more than one condition must be met. In most cases the data subjects' explicit consent to the processing of such data will be required. Processing for limited purposes 29.12 Personal data may only be processed for the specific purposes notified to the data subject when the data was first collected or for any other purposes specifically permitted by the Act. This means that personal data must not be collected for one purpose and then used for another. If it becomes necessary to change the purpose for which the data is processed, the data subject must be informed of the new purpose before any processing occurs. Adequate, relevant and non-excessive processing 29.13 Personal data should only be collected to the extent that it is required for the specific purpose notified to the data subject. Any data which is not necessary for that purpose should not be collected in the first place. Accurate data 29.14 Personal data must be accurate and kept up to date. Information which is incorrect or misleading is not accurate and steps should therefore be taken to check the accuracy of any personal data at the point of collection and at regular intervals afterwards. Inaccurate or out-of-date data should be destroyed. Timely processing 29.15 Personal data should not be kept longer than is necessary for the purpose. This means that data should be destroyed or erased from our systems when it is no longer required. Processing in line with data subject's rights

29.16 Data must be processed in line with data subjects' rights. Data subjects have a right to: (a) Request access to any data held about them by a data controller. (b) Prevent the processing of their data for direct-marketing purposes. (c) Ask to have inaccurate data amended. (d) Prevent processing that is likely to cause damage or distress to themselves or anyone else. Data security 29.17 We must ensure that appropriate security measures are taken against unlawful or unauthorised processing of personal data, and against the accidental loss of, or damage to, personal data. Data subjects may apply to the courts for compensation if they have suffered damage from such a loss. 29.18 The Act requires us to put in place procedures and technologies to maintain the security of all personal data from the point of collection to the point of destruction. Personal data may only be transferred to a third-party data processor if he agrees to comply with those procedures and policies, or if he puts in place adequate measures himself. 29.19 Maintaining data security means guaranteeing the confidentiality, integrity and availability of the personal data, defined as follows: (a) Confidentiality means that only people who are authorised to use the data can access it. (b) Integrity means that personal data should be accurate and suitable for the purpose for which it is processed. (c) Availability means that authorised users should be able to access the data if they need it for authorised purposes. Personal data should therefore be stored on our central computer system instead of individual PCs. 29.20 Security procedures include: (a) Entry controls. Any stranger seen in entry-controlled areas should be reported. (b) Secure lockable desks and cupboards. Desks and cupboards should be kept locked if they hold confidential information of any kind. (Personal information is always considered confidential.) (c) Methods of disposal. Paper documents should be shredded. USB disks and

CD- ROMs should be securely wiped or physically destroyed when they are no longer required. (d) Equipment. Data users should ensure that individual monitors do not show confidential information to passers-by and that they log off from their PC when it is left unattended. Password/passcode protection of work computers, tablets, phones or laptops is mandatory. Please discuss with a senior Origin technician to ensure you adhere to the standard required. Dealing with subject access requests 29.21 A formal request from a data subject for information that we hold about them must be made in writing. A fee is payable by the data subject for provision of this information. Any member of staff who receives a written request should forward it to their line manager. Providing information over the telephone 29.22 Any member of staff dealing with telephone enquiries should be careful about disclosing any personal information held by us. In particular they should: (a) Check the callers' identity to make sure that information is only given to a person who is entitled to it. (b) Suggest that the caller put their request in writing if they are not sure about the callers' identity and where their identity cannot be checked. (c) Refer to their line manager for assistance in difficult situations. No-one should be bullied into disclosing personal information. 30. Information and Communication Systems 30.1 Our electronic communications systems and equipment are intended to promote effective communication and working practices within our organisation, and are critical to the success of our business. This part of our handbook deals mainly with the use (and misuse) of computer equipment, e-mail, the internet, telephones, mobile devices, and voicemail, but it applies equally to the use of fax machines, copiers, scanners, CCTV, and electronic key fobs and cards. It outlines the standards we require users of these systems to observe, the circumstances in which we will monitor use of these systems and the action we will take in respect of breaches of these standards. 30.2 All staff are expected to protect our electronic communications systems and

equipment from unauthorised access and harm at all times. Failure to do so may be dealt with under our Disciplinary Procedure and, in serious cases, may be treated as gross misconduct leading to summary dismissal. Equipment security and passwords 30.3 Staff are responsible for the security of the equipment allocated to or used by them, and must not allow it to be used by anyone other than as permitted by this handbook. 30.4 If given access to the e-mail system or to the internet, staff are responsible for the security of their terminals. If leaving a terminal unattended or on leaving the office they should ensure that they lock their terminal or log off to prevent unauthorised users accessing the system in their absence. Staff without authorisation should only be allowed to use terminals under supervision. 30.5 Passwords are unique to each user and must be changed regularly to ensure confidentiality. Passwords must be kept confidential and must not be made available to anyone else unless authorised by your line manager. For the avoidance of doubt, on the termination of employment (for any reason) staff must provide details of their passwords to their line manager and return any equipment, key fobs or cards. If you lose or damage a Humana key card, parking pass or fob, you will be expected to reimburse the company for this loss. This is currently £40.00 to replace. 30.6 Staff who have been issued with a laptop or other mobile device must ensure that it is kept secure at all times, especially when travelling. Passwords must be used to secure access to data kept on such equipment to ensure that confidential data is protected in the event of loss or theft. Staff should also be aware that when using equipment away from the workplace, documents may be read by third parties, for example, passengers on public transport. Systems and data security 30.7 Staff should not delete, destroy or modify existing systems, programs, information or data which could have the effect of harming our business or exposing it to risk.

30.8 Staff should not download or install software from external sources without authorisation from their line manager. This includes software programs, instant messaging programs, screensavers, photos, video clips and music files. The following must never be accessed from the network: online radio, audio and video streaming, and instant messaging. This list may be modified from time to time. 30.9 No device or equipment should be attached to our systems without the prior approval of the IT department or your line manager. This includes any USB flash drive, MP3 player, mobile device or anything similar. It also includes use of the USB or any other port. 30.10 We monitor all e-mails passing through our system for viruses. Workers should exercise caution when opening e-mails from unknown external sources or where, for any reason, an e-mail appears suspicious (for example, if its name ends in .ex). You should inform us immediately if a suspected virus is received. We reserve the right to block access to attachments to e-mails for the purpose of effective use of the system and for compliance with this part of our handbook. We also reserve the right not to transmit any e-mail message. 30.11 Staff should not attempt to gain access to restricted areas of the network, or to any password-protected information, unless specifically authorised. 30.12 Staff using laptops or wi-fi enabled equipment must be particularly vigilant about its use outside the office and take any precautions required by us from time to time against importing viruses or compromising the security of the system. The system contains information which is confidential to our business and/or which is subject to data protection legislation. Such information must be treated with extreme care and in accordance with our Data Protection Policy. E-mail etiquette and content 30.13 E-mail is a vital business tool, but an informal means of communication, and should be used with great care and discipline. Staff should always consider if email is the appropriate means for a particular communication and correspondence sent by e- mail should be written as professionally as a letter or fax. Messages should be concise and directed only to relevant individuals. Our

standard disclaimer should always be included. 30.14 Staff should not send abusive, obscene, discriminatory, racist, harassing, derogatory or defamatory e-mails. Anyone who feels that they have been harassed or bullied, or are offended by material received from a colleague via e-mail should inform their line manager. 30.15 Staff should take care with the content of e-mail messages, as incorrect or improper statements can give rise to claims for discrimination, harassment, defamation, breach of confidentiality or breach of contract. Staff should assume that e-mail messages may be read by others and not include anything which would offend or embarrass any reader, or themselves, if it found its way into the public domain. 30.16 E-mail messages may be disclosed in legal proceedings in the same way as paper documents. Deletion from a user's inbox or archives does not mean that an e-mail cannot be recovered for the purposes of disclosure. All e-mail messages should be treated as potentially retrievable, either from the main server or using specialist software. 30.17 In general, staff should not: (a) send or forward private e-mails at work which they would not want a third party to read; (b) send or forward chain mail, junk mail, cartoons, jokes or gossip; (c) contribute to system congestion by sending trivial messages or unnecessarily copying or forwarding e-mails to those who do not need to receive them; (d) agree to terms, enter into contractual commitments or make representation by e-mail unless appropriate implicit or implied authority has been obtained. A name typed at the end of an e-mail is a signature in the same way as a name written at the end of a letter; (e) download or e-mail text, music and other content on the internet subject to copyright protection, unless it is clear that the owner of such works allows this; (f) send messages from another workers' computer or under an assumed name unless specifically authorised.

30.18 Staff who receive a wrongly delivered e-mail should return it to the sender. If the email contains confidential information or inappropriate material (as described above) it should not be disclosed or used in any way. Use of the internet 30.19 When a website is visited, devices such as cookies, tags or web beacons may be employed to enable the site owner to identify and monitor visitors. If the website is of a kind described in paragraph 30.29, such a marker could be a source of embarrassment to the visitor and us, especially if inappropriate material has been accessed, downloaded, stored or forwarded from the website. Such actions may also, in certain circumstances, amount to a criminal offence. 30.20 Staff should therefore not access any web page or any files (whether documents, images or other) downloaded from the internet which could, in any way, be regarded as illegal, offensive, in bad taste or immoral. While content may be legal in the UK, it may be in sufficient bad taste to fall within this prohibition. As a general rule, if any person (whether intended to view the page or not) might be offended by the contents of a page, or if the fact that our software has accessed the page or file might be a source of embarrassment if made public, then viewing it will be a breach of our Information and Communications Systems Policy. 30.21 Staff should not under any circumstances use our systems to participate in any internet chat room, post messages on any internet message board or set up or log text or information on a blog or wiki, even in their own time. Personal use of systems 30.22 We permit the incidental use of internet, e-mail and telephone systems to send personal e-mail, browse the internet and make personal telephone calls subject to certain conditions set out below. Personal use is a privilege and not a right. It must be neither abused nor overused and we reserve the right to withdraw our permission at any time. 30.23 The following conditions must be met for personal usage to continue: (a) use must be minimal and take place substantially out of normal working

hours (that is, during lunch hours, before 9 am or after 5.30 pm); (b) use must not interfere with business or office commitments; (c) use must not commit us to any marginal costs; and (d) use must comply with the policies set out in this handbook including the Equal Opportunities Policy, Anti-harassment Policy, Data Protection Policy and Disciplinary Procedure. 30.24 Staff should be aware that personal use of our systems may be and, where breaches are found, action may be taken under the disciplinary procedure. We reserve the right to restrict or prevent access to certain telephone numbers or internet sites if we consider personal use to be excessive. Monitoring of use of systems 30.25 Our systems enable us to monitor telephone, e-mail, voicemail, internet and other communications. For business reasons, and in order to carry out legal obligations in our role as an employer, use of our systems including the telephone and computer systems, and any personal use of them, is continually monitored. Monitoring is only carried out to the extent permitted or as required by law and as necessary and justifiable for business purposes. 30.26 A CCTV system monitors the exterior of the building 24 hours a day and some sites use CCTV in the interior of the building. This data is recorded. 30.27 We reserve the right to retrieve the contents of messages or check searches which have been made on the internet for the following purposes (this list is not exhaustive): (a) to monitor whether the use of the e-mail system or the internet is legitimate; (b) to find lost messages or to retrieve messages lost due to computer failure; (c) to assist in the investigation of wrongful acts; or (d) to comply with any legal obligation. Inappropriate use of equipment and systems 30.28 Access is granted to the internet, telephones and other electronic systems for legitimate business purposes only. Incidental personal use is permissible provided it is in full compliance with our rules, policies and procedures (including this policy, the Equal Opportunities Policy, Anti-harassment Policy,

Data Protection Policy and Disciplinary Procedure). 30.29 Misuse or excessive use or abuse of our telephone or e-mail system, or inappropriate use of the internet in breach of this policy will be dealt with under our Disciplinary Procedure. Misuse of the internet can, in certain circumstances, constitute a criminal offence. In particular, misuse of the e-mail system or inappropriate use of the internet by participating in online gambling or chain letters or by creating, viewing, accessing, transmitting or downloading any of the following material will amount to gross misconduct (this list is not exhaustive): (a) pornographic material; (b) offensive, obscene, or criminal material or material which is liable to cause embarrassment to us or to our clients; (c) a false and defamatory statement about any person or organisation; (d) material which is discriminatory, offensive, derogatory or may cause embarrassment to others; (e) confidential information about us or any of our staff or clients (which you do not have authority to access); (f) any other statement which is likely to create any liability (whether criminal or civil, and whether for you or us); or (g) material in breach of copyright. Any such action will be treated very seriously and is likely to result in summary dismissal. 30.30 Where evidence of misuse is found we may undertake a more detailed investigation in accordance with our Disciplinary Procedure, involving the examination and disclosure of monitoring records to those nominated to undertake the investigation and any witnesses or managers involved in our Disciplinary Procedure. If necessary such information may be handed to the police in connection with a criminal investigation. 31. Social Media Policy 31.1 We recognise that the internet provides unique opportunities to participate in interactive discussions and share information on particular topics using a wide variety of social media, such as Facebook, Twitter, blogs and wikis. However, employees' use of social media can pose risks to our confidential and proprietary information, and reputation, and can jeopardise our compliance with legal obligations.

31.2 To minimise these risks, to avoid loss of productivity and to ensure that our IT resources and communications systems are used only for appropriate business purposes, we expect employees to adhere to this policy. Scope and purpose of the policy 31.3 This policy deals with the use of all forms of social media, including Facebook, LinkedIn, Twitter, Wikipedia, all other social networking sites, and all other internet postings, including blogs. 31.4 It applies to the use of social media for both business and personal purposes, whether during office hours or otherwise. The policy applies regardless of whether the social media is accessed using our IT facilities and equipment or equipment belonging to members of staff. 31.5 Breach of this policy may result in disciplinary action up to and including dismissal. Disciplinary action may be taken regardless of whether the breach is committed during working hours, and regardless of whether our equipment or facilities are used for the purpose of committing the breach. Any member of staff suspected of committing a breach of this policy will be required to cooperate with our investigation. 31.6 Staff may be required to remove internet postings which are deemed to constitute a breach of this policy. Failure to comply with such a request may in itself result in disciplinary action. Compliance with related policies and agreements 31.7 Social media should never be used in a way that breaches any of our other policies. If an internet post would breach any of our policies in another forum, it will also breach them in an online forum. For example, employees are prohibited from using social media to: (a) breach our Information and Communications Systems Policy; (b) breach any obligations they may have relating to confidentiality; (c) breach our Disciplinary Rules;

(d) defame or disparage the organisation or its affiliates, customers, clients, business partners, suppliers, vendors or other stakeholders; (e) harass or bully other staff in any way (f) unlawfully discriminate against other staff or third parties or breach our Equal Opportunities Policy; (g) breach our Data Protection Policy (for example, never disclose personal information about a colleague online); (h) breach any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by making misleading statements). Employees who breach any of the above policies will be subject to disciplinary action up to and including termination of employment. Personal Social Media Standards Policy POLICY This policy provides guidance for employee use of social media, which should be broadly understood for purposes of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner. PROCEDURES The following principles apply to professional use of social media on behalf of Humana Ltd. and it’s partners or trading brands as well as personal use of social media when referencing the company. Employees need to know and adhere to reasonable standards of conduct when using social media in reference to Humana Ltd. And it’s employees, customers, suppliers or other partners. Employees should be aware of the effect their actions may have on their personal reputation as well as the company’s image or reputation. The information that employees post or publish may become public information for a long time. Employees should be aware that Humana Ltd. may observe content and information made available by employees through social media. Employees should use their best judgment in posting material that is neither inappropriate nor harmful to the company, its employees, or customers. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libellous, or that can create a hostile work environment. Employees are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with their line manager.

Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to authorized Company spokespersons. If employees encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor. Employees should get appropriate permission before you refer to or post images of current or former employees, members, vendors or suppliers. Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property. Social media use shouldn't interfere with any employee’s employment responsibilities. Computer systems are to be used for business purposes only. When using computer systems, use of social media for business purposes is allowed (Facebook, Twitter, Company blogs and LinkedIn), but personal use of social media networks or personal blogging of online content could result in disciplinary action. Subject to applicable law, after‐hours online activity that violates reasonable standards of conduct any other company policy may subject an employee to disciplinary action or termination. If employees publish content after‐hours that involves work or subjects associated with Humana, a disclaimer should be used, such as this: “The posts on this site are my own and may not represent the positions, strategies or opinions of any other person or organisation – including my employer.” It is highly recommended that employees keep Company related social media accounts separate from personal accounts wherever possible. No personal devices should be used to access social media profiles, email accounts or other company information unless totally unavoidable.