HEALTH AND SAFETY POLICY STATEMENT Statement of General Policy of Tacforce It is the policy of TacForce International to seek to provide safe and healthy working conditions for all employees, and any person who may be affected by company operations, and to enlist the active support of all employees in achieving those conditions. The objectives of the policy are : To promote standards of health, safety and welfare that comply with the provisions and requirements of the Health and Safety at Work Act etc 1974 and all other statutory provisions and codes of practice. To provide and maintain safe and healthy workplaces and working environments, safe systems and methods of work, and to protect employees and others, including the public, in so far as they come into contact with foreseeable work hazards. To provide all employees with the information, training and supervision that they need to work safely and efficiently and to develop safety awareness among employees. To define to all individuals responsibility for Health and Safety matters. To encourage full and effective joint consultation on all Health and Safety matters. The policy will be subject to review and revision when ever considered necessary. Organisation The organisation for implementing the Health and Safety Policy for is contained in the full policy documentation and identifies the duties and responsibilities of :- a) The Chief Executive b) Directors c) Senior Managers d) Middle Managers e) Local Managers f) Supervisors g) Employees h) Safety Adviser i) Visitors The duties and responsibilities described to the post holders and employees listed above are in accord with the requirements of the Health and Safety at Work etc Act 1974 and other legislation applicable to the operations of the company. Arrangements The success of the Health and Safety policy calls for the active support and the co-operation of all employees. The necessary arrangements are set out in the full Health and Safety Manual, a copy of which is available at each Company location or from the Company Safety Advisor. To implement the Health and Safety Policy a series of written basic rules are published in the Health and Safety Manual. It is essential that all employees comply with the safety rules, and report to the appropriate Manager or Supervisor any occurrence or defects which appear to present a risk to safety and health. ________________________________________ Racial Harassment Policy Racial harassment is not permitted in the TacForce work place. It is our responsibility to provide a workplace free of harassment. Any employee, regardless of position, who harasses other individuals at work, may be disciplined. What is Racial Harassment? Racial harassment is against the law and company policy. It is ongoing, abusive and unwelcome conduct or comment that's based upon someone's ancestry, including colour and perceived race, nationality or national origin, ethnic background or origin. It includes: Ongoing derogatory comments, jokes, teasing or threats Displaying offensive pictures, cartoons, etc., based on race or stereotypes Pushing, tripping etc., including physical assault If you've been Racially Harassed If you believe you've been harassed because of your ancestry, including colour and perceived race, nationality or national origin, ethnic background or origin, you are encouraged to immediately tell the harasser to stop. If the harasser continues or if you choose not to confront the harasser, tell your supervisor or another member of management. TacForce will not knowingly permit, or fail to take reasonable steps to stop any harassment. We will investigate the complaint quickly and as confidentially as possible. We will let both parties involved in the complaint know the outcome of the investigation. If the evidence supports the complaint, we will do whatever is necessary to stop the harassment, and if appropriate, discipline the perpetrator. If the evidence does not support the complaint, no repercussions will occur for the person filing the complaint, if the complaint was made in good faith. ________________________________________ Anti-harassment Policy TacForce will not knowingly permit, and will take reasonable steps to terminate any harassment occurring in the workplace, or with any activity associated with this workplace It is the employer's responsibility to provide a workplace free of harassment. Any employee, regardless of position, who harasses other employees (or clients) may be disciplined. Managers and supervisors will address any acts of harassment that they witness. What is Harassment? Harassment is against the law. It is unwanted, abusive conduct or comment that's based upon someone's ancestry, race, age, sex, religion, sexual orientation, marital or family status, source of income, political belief, or disability. Harassment includes: Ongoing derogatory remarks, jokes, innuendos, propositions, teasing or threats Displaying abusive pictures, cartoons, etc. Pushing, tripping etc., including physical assault If you've been Harassed If you believe you've been harassed, you are encouraged to immediately tell the harasser to stop. If the harasser continues or if you choose not to confront the harasser, tell your supervisor or another member of management. We will investigate the complaint quickly and as confidentially as possible. We will let both parties to any complaint know the outcome of any investigation. If the evidence supports the complaint, we will do whatever is necessary to stop the harassment, and if appropriate, discipline the perpetrator. If the evidence does not support the complaint, no repercussions will occur for the person filing the complaint, if the complaint was filed in good faith. ________________________________________ Sexual Harassment Policy Sexual harassment will not be condoned in this workplace. It is TacForces responsibility to provide a workplace free of harassment. TacForce will not knowingly permit, and will take reasonable steps to stop this form of harassment. Any employee, regardless of position, who sexually harasses other individuals at work may be disciplined. What is Sexual Harassment? Sexual harassment is defined as a course of abusive, unwelcome conduct or comment; or, any sexual solicitation or advance that is known, or ought to be known to be unwelcome, especially if it may reasonably be seen to be putting a condition on employment, or the receiving or withholding of any benefit or service. The unwanted behavior may be either physical or verbal. It may also include one or more of the following: unwelcome physical contact, such as touching, patting or pinching implied or expressed promise of reward or threat of reprisal for complying with a sexual solicitation or advance unwelcome sexual remarks or jokes that denigrate one's gender unwelcome, ongoing, sexual solicitations or advances displaying derogatory materials such as pictures, cartoons that denigrate either women or men. If you've been Sexually Harassed If you believe you've been harassed, you are encouraged to immediately tell the harasser to stop. If the harasser continues or if you choose not to confront the harasser, tell your supervisor or another member of management. Management will investigate any complaint quickly and as confidentially as possible. We will let both parties involved in the complaint know the outcome of the investigation. If the evidence supports the complaint, we will do whatever is necessary to stop the harassment, and if appropriate, discipline the perpetrator. If the evidence does not support the complaint, no repercussion will occur for the person filing the complaint, if the complaint was made in good faith. ________________________________________ Special Needs Policy TacForce is committed to providing a workplace which makes reasonable accommodation for the special needs of employees which are based on any of the characteristics listed below: Ancestry, including colour and perceived race; Nationality or national origin Ethnic background or origin Religion or creed, or religious belief, religious association or religious activity age Sex, including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy Gender-determined characteristics or circumstances other than those included in clause Sexual orientation Marital or family status Source of income Political belief, political association or political activity Physical or mental disability or related characteristics or circumstances, including reliance on a dog guide or other animal assistant, a wheelchair, or other remedial appliance or device Most often accommodation is required because of special needs associated with religion, disability, family status and pregnancy although all categories listed above are eligible. "Disability" includes both mental and physical conditions, which meet the following criteria. The condition is permanent, ongoing, episodic, or of some persistence, and, the condition causes a significant limit for the employee in carrying out some of lifes major activities, such as employment. What to do If you believe that you require some accommodation for your special needs, you should inform your supervisor. You are encouraged to make your request for an accommodation that will permit you to participate to the fullest extent possible in the employment and services offered by the company. What you can expect: TacForce, where it is both possible and reasonable to do so, will make employment and services available to persons with special needs by altering existing practices or procedures, by adopting new practices or procedures or by re-assigning employees unable to perform the duties of their job to alternate work assignments. Your request for accommodation will be treated confidentially and will receive due consideration. In most situations, supervisors will be able to make the adjustments necessary to meet your needs. Where a requested accommodation exceeds supervisory authority, management will assume responsibility. In all cases, the company will make accommodations for the special needs of employees up to the point which would result in undue hardship to the company. ________________________________________ HIV/AIDS Anti-discrimination Policy TacForce prohibits unreasonable discrimination in any aspect of employment - including hiring, training, promotion, termination, including harassment - and in the provision of services on the basis of a person's physical or mental disability. A person having H.I.V./A.I.D.S Infection (Human Immunodeficiency Virus or Acquired Immunodeficiency Syndrome Infection) is considered to be a person with a disability within the meaning of human rights legislation. Discrimination is differential treatment of an individual based upon their membership in a group (real or perceived), rather than on their personal merit. Discrimination also includes the failure to reasonably accommodate the special needs of an individual or group when those needs are based on a disability - unless the accommodation would create an undue hardship for the company. Persons who have, or are perceived to have HIV/AIDS Infection are protected from differential treatment or the failure to reasonably accommodate their special needs based on AIDS/HIV infection. TacForce wants to ensure that all people are employed and/or receive services without discrimination. What to do: If you believe you have been discriminated against or harassed on the basis of being, or perceived to be HIV/AIDS infected, bring it to the attention of a manager. The matter will be dealt with promptly and as confidentially as is possible. ________________________________________ Business Integrity, Corporate Governance and Transparency TacForce is against bribery and corruption. Gifts or entertainment may only be offered to a third party if they are consistent with customary business practice in the relevant territory and are modest in value and cannot be interpreted as inducements to trade. Where there is doubt, guidance should be sought from the relevant TacForce Director. No financial or other inducements shall be given to third party organisations or to individuals from such organisations in any circumstances. This includes government agencies and representatives. Employees should not accept gifts, money or entertainment from third party organisations or individuals, where these might reasonably be considered likely to influence business transactions. Unsolicited gifts, other than trivial ones with a low value, should be returned. In a culture where such an action might cause offence, the gift should be declared to the company ________________________________________ Employee Values TacForce follows the principles of the United Nations Universal Declaration of Human Rights. We stand by these principles by incorporating them into our policies, procedures and practices. Respect for human rights is integral to the success of our operations. We will respect freedom of association and the right to collective bargaining in accordance with local legislation and practice. Employment will be freely chosen with no use of forced labour or child labour. TacForce treats all employees with respect and dignity. We act in compliance with national regulatory requirements and government guidelines. We do not discriminate on the basis of gender, colour, ethnicity, culture, religion, sexual orientation or disability. Employees will be paid as per national legislation, and work hours set according to industry standards. Tacforce takes measures to ensure that the work of our employees does not compromise internationally accepted human rights conventions, whilst recognising and respecting the diversity in local cultures in the different countries in which we operate. We will endeavor to ensure that we work with business partners who conduct their business in a way that is compatible with our policies of respect for human rights and ethical conduct. We will work with customers to ensure that contractual requirements do not infringe human rights. We value all our employees for their contribution to our business and their opportunities for advancement will be equal and not influenced by considerations other than their performance, ability and aptitude. Employers’ obligations to employees under labour or social security laws and regulations must be respected. The businesses and their employees will work towards creating permanent long-term relationships. To achieve a working environment in which team spirit and commitment to TacForce goals and values are maintained, the Company will ensure that individual employees are treated fairly and with dignity and respect. They will also be provided with the opportunity to develop their potential and, if appropriate, to develop their careers further with the company. We place the highest priority on promoting the health and safety of employees whilst at work. In particular, we will constantly review the effectiveness of our methods of operation to best protect those who work in high-risk environments. In order to protect the interests of our customers and employees, and because of the nature of our business, TacForce applies rigorous pre-employment screening and selection techniques. ________________________________________ Environmental Policy TacForce International will promote protection of the environment through its partnerships with clients, customers and suppliers. We place the highest importance on environmental management and are totally committed to our goal of preventing pollution and conducting our operations with no damage to the environment. The focus of our activities is directed towards a sustainable future, compliance with environmental legislation and continually improving our environmental performance. We will achieve this by developing and maintaining the highest level of individual awareness of environmental issues. Our environmental commitments will be promoted by senior management, with clear accountabilities and responsibilities. Through improvement programmes, we will concentrate on minimising our environmental impacts, particularly in the key areas of waste and resource use minimisation.