Our policies

It is the aim of KWS Security Ltd to ensure that the operation of the Company does not affect the environment in an adverse manner. All new policies, introduced into Company operations, are assessed for their effects on the environment.

Thus, the Company is committed to continual improvement of environmental performance, with a view to reducing environmental impacts to levels not exceeding those corresponding to economically viable applications of best available practices and techniques. Employees are encouraged to reduce any harmful impacts on the environment.

The Company aims, where possible and practicable, to reduce the use of energy in its buildings, vehicles, and equipment. For example, the Company ensures that the drivers of all Company vehicles adopt sensible driving styles to reduce noise levels and omissions, thus reducing noise and environmental pollution. The Company is working towards a reduction in environmental pollution in all operational areas.

The Company ensures that a strict policy is followed to in the purchase of materials to meet operational needs and to reduce the production of waste. Paper waste is shredded and recycled through local authority and all printer ink cartridges are deposited in local store recycle bin. The Company ensures that the condition of buildings, surroundings and facilities available are operating in accordance with its environmental policy.

Signed for and on behalf of KWS Security Ltd.

What is a ‘no child labour’ policy?

A ‘no child labour’ policy is a document that each company should develop, which clearly states that the company will not employ child labourers and describes the safeguards that will be in place for young workers.

The foundation of KWS Security Ltd ‘No Child Labour Policy’ is based on the Company’s commitment to find practical, meaningful and culturally appropriate responses to support the elimination of such labour practices. It has been formulated in consideration with the acts. It therefore endorses the need for appropriate initiatives to progressively eliminate these abuses.

Policy

KWS Security Ltd does not employ any person below the age of eighteen years at the workplace. KWS Security Ltd prohibits the use of child labour and forced or compulsory labour at all its units. No employee is made to work against his/her will or work as bonded/forced labour, or subject to corporal punishment or coercion of any type related to work.

This policy is publicly available throughout the Company and clearly communicated to all employees in a manner in which it can be understood through induction programmes and policy manuals.

There is zero tolerance policy towards its breach. Employment contracts and other records, documenting all relevant details of the employees, including age, are maintained at all units and are open to verification by any authorised personnel or relevant statutory body. The unit provides an annual report to the functional head on any incidents of child or forced labour.

Monitoring & Audit:

Periodic assessment is conducted. The human resources department undertakes random checks of records annually.

Signed for and on behalf of KWS Security Ltd.

Purpose

The Working Time Regulations 1998 provide the structure for ensuring that workers receive sufficient rest periods away from work. It applies equally to all workers, regardless of their full time, part time, fixed term, zero-hour status from the first day of engagement and covers agency and casual workers. KWS Security Ltd. takes its obligations under the Regulations seriously so arranges its operations to ensure that employees are able to take regular breaks and do not work excessive hours. This policy sets out the Company’s stance on hours of work. Entitlements can differ for young workers and this policy highlights those differences where necessary.

Daily rest

Adult employees are entitled to at least 11 consecutive hours’ rest in every 24-hour period. Employees under the age of 18 years are entitled to at least 12 consecutive hours’ rest in every 24- hour period.

Employees of all ages are entitled to at least 24 hours’ uninterrupted rest in each seven-day period, which may be provided as one single 48-hour uninterrupted rest period in each 14-day period. Individual requirements on hours of work are provided in contracts of employment. Some contracts will contain the expectation that employees are able to take a flexible approach to their working hours and work additional hours when the needs of the business require this. Contracts will also set out the provisions for payment of additional hours.

Rest breaks

Where working hours are more than six, employees are entitled to a rest break of minimum 20 minutes away from their workstation.

Employees under the age of 18 years are entitled to a break of at least 30 minutes if the working day extends to more than 4.5 hours.

Weekly hours

The general maximum on weekly working hours is an average of 48 which is calculated over a reference period of 17 weeks.

Employees can agree to work hours in excess the 48-hour average if they choose to. In order to do this, a written agreement must be prepared and signed. Once agreement has been given, it can be rescinded on the provision of 2 weeks notice. This notice must be given in writing to the employee’s line manager. Opting out is entirely at the employee’s discretion and the Company will not oblige an employee to agree to work hours in excess of an average of 48 calculated as above. Employees wishing to discuss the opt out provision should do so with their line manager.

Signed for and on behalf of KWS Security Ltd.

This policy is intended to encourage all members, staff (paid and volunteer) to report suspected or actual occurrence(s) of illegal, unethical or inappropriate events (behaviours or practices) without retribution.

KWS Security Ltd requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of KWS Security Ltd must practice honesty and integrity in fulfilling the responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility

This Whistle-blower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that KWS Security Ltd can address and correct inappropriate conduct and actions.

No Retaliation

It is contrary to the values of KWS Security Ltd for anyone to retaliate against any officer, employee or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of KWS Security Ltd. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

Reporting Procedure

KWS Security Ltd has an open-door policy and suggests that employees share their questions, concerns, suggestions or complaints with their supervisors and directors. Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to KWS Security Ltd who has the responsibility to investigate all reported complaints. Employees with concerns or complaints may also submit their concerns in writing directly to their supervisor or the Executive Director of KWS Security Ltd.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation

Handling of Reported Violations

KWS Security Ltd will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.

Signed for and on behalf of KWS Security Ltd.

The Equality Act 2010 says that you must not be discriminated against because:

• you have a disability
• someone thinks you have a disability (this is known as discrimination by perception)
• you are connected to someone with a disability (this is known as discrimination by association)

It is not unlawful discrimination to treat a disabled person more favourably than a non-disabled person.

What is classed as a disability?

In the Equality Act a disability means a physical or a mental condition which has a substantial and long-term impact on your ability to do normal day to day activities.

You are covered by the Equality Act if you have a progressive condition like HIV, cancer or multiple sclerosis, even if you are currently able to carry out normal day to day activities. You are protected as soon as you are diagnosed with a progressive condition.

You are also covered by the Equality Act if you had a disability in the past. For example, if you had a mental health condition in the past which lasted for over 12 months, but you have now recovered, you are still protected from discrimination because of that disability.

Different types of disability discrimination:

There are six main types of disability discrimination:

• direct discrimination
• indirect discrimination
• failure to make reasonable adjustments
• discrimination arising from disability
• harassment
• victimisation

Direct Discrimination:

This happens when someone treats you worse than another person in a similar situation because of disability. For example:

during an interview, a job applicant tells the potential employer that he has multiple sclerosis. The employer decides not to appoint him even though he’s the best candidate they have interviewed, because they assume, he will need a lot of time off sick.

Indirect Discrimination:

Indirect discrimination happens when an organisation has a policy or way of working that has a worse impact on disabled people compared to people who are not disabled.

Indirect disability discrimination is unlawful unless the organisation or employer is able to show that there is a good reason for the policy and it is proportionate.

This is known as objective justification: For example:

a job advert states that all applicants must have a driving licence. This puts some disabled people at a disadvantage because they may not have a licence because, for example, they have epilepsy. If the advert is for a mobile patrol job, the requirement will be justified. If it is for a security officer to work across two sites, it will be more difficult to justify.

Failure to make reasonable adjustments:

Under the Equality Act employers and organisations have a responsibility to make sure that disabled people can access jobs, education and services as easily as non-disabled people. This is known as the ‘duty to make reasonable adjustments.

Disabled people can experience discrimination if the employer or organisation doesn’t make a reasonable adjustment. This is known as a ‘failure to make reasonable adjustments. For example:

an employee with mobility impairment needs a parking space close to the office. However, the employer only gives parking spaces to senior managers and refuses to give them a designated parking space.

What is reasonable depends on several factors, including the resources available to the organisation making the adjustment. If an organisation already has several parking spaces it would be reasonable for it to designate one close to the entrance for the employee.

Discrimination arising from disability:

The Equality Act also protects people from discrimination arising from disability.

This protects you from being treated badly because of something connected to your disability, such as having an assistance dog or needing time off for medical appointments. This does not apply unless the person who discriminated against you knew you had a disability or ought to have known. For example:

an employee with cancer is prevented from receiving a bonus because of time she has taken off to receive treatment.

Discrimination arising from disability is unlawful unless the organisation or employer can show that there is a good reason for the treatment, and it is proportionate. This is known as objective justification. For example:

an employee whose eyesight has seriously deteriorated cannot do as much work as his non-disabled colleagues. If his employer sought to dismiss him, after ruling out the possibility of redeployment, the employer would need to show that this was for good reason and was proportionate.

Harassment:

Harassment occurs when someone treats you in a way that makes you feel humiliated, offended or degraded. for example:

a disabled woman is regularly sworn at and called names by colleagues at work because of her disability.

Harassment can never be justified. However, if an organisation or employer can show it did everything it could to prevent people who work for it from behaving like that, you will not be able to make a claim for harassment against it, although you could make a claim against the harasser.

Victimisation:

This is when you are treated badly because you have made a complaint of discrimination under the Equality Act. It can also occur if you are supporting someone who has made a complaint of discrimination. For example:

an employee has made a complaint of disability discrimination. The employer threatens to sack them unless they withdraw the complaint.

an employer threatens to sack a member of staff because he thinks she intends to support a colleague’s disability discrimination claim.

Circumstances when being treated differently due to disability is lawful.

Non-disabled people:

It is always lawful to treat a disabled person more favourably than a non-disabled person.

Other disabled people:

Treating a disabled person with a disability more favourably than other disabled people may be lawful in some circumstances.

What else does the Equality Act protect against?

Being asked health questions designed to screen out disabled job applicants.

The Equality Act says that employers cannot ask job applicants about their health or disability until they have been offered a job, except in specific circumstances where the information is necessary for the application process or a requirement of the job. For example:

a job applicant fills in an application form which asks people to state whether they are taking any medication. Unless there is a good reason why the employer needs to know this information, then the question should not be asked.

Signed for and on behalf of KWS Security Ltd.

The success of any organisation and that of its employees depends very largely on the employees themselves working in conjunction with the employer.

KWS Security Ltd is an equal opportunities employer.

The Company provides equal opportunities and is committed to the principles of equality and diversity in the workplace, regardless of age, race, creed, colour, ethnic or national origins, marital status, sex, disability, gender re-assignment, trade union activity or political beliefs or sexual orientation. The aim of this policy is to ensure that no job applicant or employee receives less favourable treatment on any of these grounds.

The Company applies employment policies, which are fair, equitable and consistent with the skills and abilities of the employees and the needs of the business. Selection criteria and procedures are kept under review to ensure that individuals are selected, promoted, and treated equally based on their relevant merits and abilities. All employees are given equality of opportunity within the organisation.

The Company is committed to a programme of action to make this policy fully effective.

The Company looks to the support of the staff in implementing these policies to ensure that all employees are accorded equal opportunity for recruitment, training, and promotion and, in all jobs of like work, on equal terms and conditions of employment.

The Company will not condone any discriminatory act or attitude in the conduct of our business with the public or our employees. Acts of harassment or discrimination on the grounds of age, race, creed, colour, ethnic or national origins, marital status, sex, disability, gender re-assignment, trade union activity or political beliefs or sexual orientation are deemed to be disciplinary offences.

Signed for and on behalf of KWS Security Ltd.

The Managing Director wishes to pursue a policy to promote Health & Safety at work and seek the co-operation of all employees for that purpose. We will provide working conditions which comply with the relevant statutory requirements and officially approved codes of practice that are designed to ensure good standards of Health & Safety.

In so far as it is reasonably practicable, we will ensure that:

• the working environment is safe and without risk to your health and that adequate provision is made with regard to the facilities and arrangements for your welfare at work.
• we provide adequate resources to ensure that proper provision can be made for Health & Safety.
• risk assessments of equipment, premises, procedures and processes are carried out and periodically reviewed.
• we provide and maintain systems of work that are safe and without risk to health.
• arrangements for use, handling, storage and transport of articles and substances for use at work are safe and without risks to health.
• we provide you with such information, instruction, training and supervision as is necessary to secure your Health & Safety at work and the safety of others who may be affected by your actions.
• the provision and maintenance of all plant, machinery and equipment is safe and without risk to health
• the place of work is safe and that there is safe access to and exit from the workplace.
• monitoring activities are undertaken to maintain agreed standards.

Management & Supervisory Responsibilities

• Line management are responsible for implementing this policy throughout the organisation and will ensure that Health & Safety considerations are given priority in planning and day to day supervision of work. KWS Security Ltd. Director has overall responsibility for this policy and any changes and updates made to it. Employee Responsibilities
• You have a duty, whilst at work, to take reasonable care for the health and safety of yourself and of other people who may be affected by your acts or omissions and to co-operate with KWS Security Ltd in fulfilling its statutory duties. You must not interfere with, or misuse, anything provided in the interest of Health & Safety.

Amendments to the Policy

• The Health & Safety Policy will be reviewed at least once a year and will be amended and updated as necessary. You will be notified of such changes by email, in our newsletters and/or toolbox talks.

Accidents at Work – Accident Reporting

• All accidents, injuries, and cases of ill health caused by, or affecting, your work must be reported without delay. If you are injured, no matter how slight your injury may appear, you must always report it to your line manager and ensure that you are seen by a first–aider and that the details of your accident or injury are entered in the accident book on site. If no accident book exists on site, then the accident book held at the KWS Security Ltd Head Office will be used.
• All dangerous occurrences and 'near miss’s’ should also be reported in the same way.
• You must not work if you have taken medication or any other substance which could adversely affect your ability to operate plant or equipment or in any other way inhibit your ability to work safely.
• If you see a situation in which a potential accident could occur or where an injury could be sustained by anyone in the building, you should report it immediately to a KWS Security Ltd manager.
• You must report any damage to KWS Security Ltd.
• You must read and comply with all notices, instructions, hazard & warning signs on site. First Aid Provision
• All sites are required to have a number of employees qualified to give first aid and they retain first aid boxes on site. A list of first aiders, together with their locations, is available on the site notice boards. Read these and be familiar with them. Should a client require KWS Security Ltd staff to be first aiders the training will be provide cost free and the names added to any signage on site.

Reporting of Injuries, Diseases & Dangerous Occurrences Regulation 1995 (RIDDOR)

• KWS Security Ltd complies with RIDDOR and training will be given to all employees when joining the company. If you have any queries, please contact a member of KWS Security Ltd managerial team.

Emergency Procedure

Fire - General

• As far as is reasonably practicable we will take steps to minimise the risk of fire. Every site will have details of safe routes, muster points and appointed fire marshals.
• Fire drills will be held periodically.

You are required to observe the following:

• Corridors, stairways, steps, and other escape routes must be kept free from obstructions (such as rubbish bags, deliveries, wrappings, equipment etc) which block the escape and/or obscure alarm equipment, extinguishers or signs indicating fire exits.
• Fire doors must never be propped open (with extinguishers or wedges of any kind). Access doors linked to the Fire alarm system will fail to secure (open) in the event of a fire alarm actuation.
• Any faults with lighting or other equipment should be reported to the Control Room on 020 8214 1007. Any concerns you may have about fire hazards should also be addressed to the Control Room, so that appropriate measures can be taken to eliminate the problem.

In the Event of Fire

Generally, in the event of fire, you should:

• Raise the alarm.
• Follow the specific building instructions in respect of evacuation and listen to instructions from your Fire Marshal.
• Attempts to extinguish the fire should only be made if it is safe to do so.
• Assemble at the designated fire assembly point.
• Do not run, use lifts or stop to collect personal belongings.
• Do not re-enter the building until instructed that it is safe to do so by a fire marshal or the fire brigade.

Bomb Alerts

• It is not possible to be prescriptive about what to do in the event of a bomb warning, but the following general rules should be observed:
• Do exactly what you are told by the emergency services, either directly or by building management.
• Do whatever is necessary and sensible to reduce the risk of injury, i.e. if there is a known bomb threat and you have not been told to evacuate the building, retire to the safest area within your building. This will normally be a building core area, away from the risk of broken/flying glass.
• If you are in the building out of normal working hours and an incident takes place, either directly affecting the building or in the close vicinity, the most senior person present must take responsibility for notifying the KWS Security Ltd management of the situation via the control room.
• If you are in the vicinity of an incident away from the office and your whereabouts or safety may be uncertain, please telephone your line manager.
• The safety of staff and visitors is always paramount. Never jeopardise personal safety in the interest of safeguarding property or information.
• If the building is seriously damaged as a result of a major incident which occurs outside normal office hours or at a time when you are not present in the building, you should not return to the building until you have received instructions from control room.
• If a major incident such as a terrorist incident has affected the building, you should contact the control room. Controllers will give you an update on the incident and provide advice on any action you may need to take.

Working Time (Amendment) Regulations 2001

• The Regulations relate to limits on working hours and entitlements to rests. We want to ensure that we comply with them and will do this by:
• monitor working hours and keep records of these.
• We may require you to keep a record of your working time and rests to assist the monitoring process. Visitors & Contractors
• We have a responsibility under the Health & Safety at Work Act (1974) to ensure that people who are not employees of KWS Security Ltd are not exposed to risks to their health & safety while working for Circles Services or visiting our premises.

Manual Handling

• KWS Security Ltd complies with the law as set out in the Manual Handling Operations Regulations 1992. Methods of work are adapted where possible to minimise manual handling operations. In such cases alternative methods of lifting and carrying are sought.
• Employees are advised not to manually handle loads that they feel they may be incapable of moving safely.
• Where it is not possible to avoid manual handling operations, an assessment of the operation is undertaken by the Managing Director. The task, the size/weight of the load, the working environment and the capability of the operative is taken into account during the assessment.
• Following this all possible steps will be taken to reduce any risk of injury to the lowest level.

Staff Welfare Facilities

The management of KWS Security Ltd have a duty to ensure that workplaces are safe and suitable for employees and do not present any risks.

Where possible the Managing Director will arrange with clients to ensure the use of Welfare facilities on their sites. As a minimum the following arrangements will be required:

• Toilet and washing facilities available on site
• Eating and rest facilities available on site

Hazardous Substance Safety

• The company under COSHH (Control of Substances Hazardous to Health) Regulations 1996 will assess and control all substances hazardous to health.
• The risks associated with hazardous substances are considered for all work activities and if necessary, an assessment under COSHH will be undertaken by the Managing Director.
• In any cases of risks to health, PPE is provided and used by employees, and health surveillance undertaken where necessary.

Accident Investigation

The company complies with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (R.I.D.D.O.R) and understands that accident investigation is valuable in the prevention of future incidents. All accidents / incidents are recorded and will be investigated by the Managing Director. Any action taken as a result of an investigation will be formally recorded. Under RIDDOR Regulations the following incidents will be reported to the HSE (Health & Safety Executive) Incident Contact Centre:

• deaths.
• major injuries.
• over-3-day injuries – where an employee or self-employed person is away from work or unable to perform their normal work duties for more than 3 consecutive days.
• injuries to members of the public or people not at work where they are taken from the scene of an accident to hospital.
• some work-related diseases.
• dangerous occurrences – where something happens that does not result in an injury but could have done.

Personnel Protective Equipment Provision

• Appropriate personal protective equipment will be issued to employees free of charge as and when necessary for work activities. All personal protective equipment provided by KWS Security Ltd will be properly assessed prior to its provision, comply with the relevant British Standards and maintained in good working order.
• Employees provided with personal protective equipment will receive comprehensive training and information on the use, maintenance and purpose of the equipment. Employees must use all personal protective equipment provided to them in accordance with the training and instruction given to them regarding its use.
• Any defects or malfunction in equipment must be reported to the Managing Director at the earliest opportunity.

Signed for and on behalf of KWS Security Ltd.

1. About this policy

1.1 It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships.

1.2 Any employee who breaches this policy (or the spirit of this policy) will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this policy may have their contract terminated with immediate effect. Where a breach of this policy amounts to an offence under the Bribery Act 2010, the employee concerned may face criminal prosecution.

1.3 This policy does not form part of any employee's contract of employment and we may amend it at any time.

2. Who must comply with this policy?

2.1 This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, trustees, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third party representatives, business partners and any other person associated

3. What is bribery?

3.1 Bribe means a financial or other inducement or reward for action, which is illegal, unethical, a breach of trust or improper in any way. Bribes can take the form of money, gifts, loans, fees, hospitality, services, discounts, the award of a contract or any other advantage or benefit that is intended to influence a decision or action.

3.2 Bribery includes offering, promising, giving, accepting or seeking a bribe.

3.3 Corruption means any form of abuse of power for business and/or personal gain and may include, but is not limited to, Bribery.

3.4 Specifically, you must not:

(a) give or offer any payment, gift, hospitality or other benefit in the expectation or hope that a business advantage will be received in return, or to reward any business received;

(b) accept any offer from a third party that you know or suspect is made with the expectation that we will provide a business advantage for them or anyone else;

(c) give or offer any payment (sometimes called a facilitation payment) to a government official in any country to facilitate or speed up a routine or necessary procedure;

(d) engage in any other activity that might amount to Bribery or Corruption or otherwise lead to a breach of this policy.

3.5 You must not threaten or retaliate against another person who has refused to offer or accept a bribe or who has raised concerns about possible bribery or corruption.

Signed for and on behalf of KWS Security Ltd.

Protecting the environment

Our company recognizes the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We’ll always follow best practices when disposing garbage and using chemical substances. Stewardship will also play an important role.

Protecting people

We’ll ensure that we:

• Don’t risk the health and safety of our employees and community.
• Avoid harming the lives of local and indigenous people.
• Support diversity and inclusion.

Human rights

Our company is dedicated to protecting human rights. We are a committed equal opportunity employer and will abide by all fair labor practices. We’ll ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labor).

Signed for and on behalf of KWS Security Ltd.

The prevention,detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify your manager OR the legal and Compliance Directoras soon as possible if you believe or suspect that a conflict with this policy has occurred, or may occur in the future.

You are encouraged to raise concerns about any issue or suspicion ofmodern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage.

If you believe or suspect a breach of this policy has occurred or that it may occur you must notify your manager or the Legal and Compliance Director as soon as possible.

If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your manager or the Legal and Compliance Director.

Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.

Signed for and on behalf of KWS Security Ltd.

KWS Security Ltd is committed to:

• Providing customers with high quality installations and services which meet requirements and are fit for their purpose.
• Operating the business to the systems required by ISO 9001: 2000.
• Enhancing the skills of management and staff through review and actively pursuing an on-going training policy, the objective of which is to prepare staff to perform their work more effectively.
• Promoting the culture of continual quality improvements and the philosophy of getting things “right first time”.
• Rigorously controlling the supply, installation and completion to programme of all projects.
• Promoting the quality management systems and ensuring implementation is achieved by internal auditing, management review, corrective and preventive action.

Everyone is responsible for the quality within the company and for maintaining high standards.

Signed for and on behalf of KWS Security Ltd.

KWS Security Ltd is committed to safer practice in recruitment to ensure thatthere is a consistent and thorough process of obtaining, collating, analysing and evaluating information regarding applicants(i.e.information gained through referencing and DBS process),to ensure that all persons appointed are suitable to work with KWS Security Ltd's service users.

KWS Security Ltd has a formal policy and code of practice on recruitment and selection. This will ensure that KWS Security Ltd follows best practice in attracting, recruiting and retaining an appropriately skilled workforce. The checking and vetting of potential employees is a critical part of this process, and for this reason, this aspect of the policy has been published separately. This policy should be read in conjunction with KWS Security Ltd’s Recruitment Policy and Procedure.

Signed for and on behalf of KWS Security Ltd.

This policy applies to all permanent, full-time or part-time, employees of the company. Employees with temporary/short-term contracts might attend trainings at their manager’s discretion.

Employees, managers and Human Resources (HR) should all collaborate to build a continuous professional development (CPD) culture. It’s an employee’s responsibility to seek new learning opportunities. It’s a manager’s responsibility to coach their teams and identify employee development needs. And it’s HR’s responsibility to facilitate any staff development activities and processes.

The company has certain provisions regarding individual training programs. All employees that have worked for the company more than four months are eligible to participate in external training programs individually or in teams. We will set a budget for each employee at the beginning of a year, which we’ll renew annually. Employees can be absent for training for up to 10 days per year.

All trainings should consider what employees need and how they can learn best. This is why, we encourage employees and managers to consider multiple training methods like workshops, e-learning, lectures and more.

Signed for and on behalf of KWS Security Ltd.