NOVARIC^® Employee Handbook

About This Handbook

The NOVARIC^® Employee Handbook (the "Handbook") provides a single, authoritative reference for the policies, expectations and procedures that govern employment and engagement within the NOVARIC^® group. It applies to all employees, contractors and temporary staff engaged by NOVARIC^® Sh.A. (Albania) and NOVARIC^® Ltd. (Malta), and to any other individual whose engagement terms incorporate this Handbook by reference.

This Handbook is a statement of policy and general guidance. It is not a contract of employment and does not create legally enforceable rights beyond those provided by applicable law. Where the terms of an individual employment contract, collective agreement or statutory provision differ from or conflict with this Handbook, the contract, agreement or statute prevails. The Handbook is updated from time to time at the Company's discretion; the current authoritative version is always the version published at the canonical URL above.

Where this Handbook refers to "the Company" it means the relevant NOVARIC^® legal entity by which you are employed or engaged. Where both entities are intended, the text refers to "the NOVARIC^® group" or "the Group".

Our Mission

NOVARIC^® is a European workforce mobility and human-capital organisation. Our mission is to connect qualified talent with meaningful opportunity across borders — ethically, sustainably, and in full compliance with applicable law. We serve employers seeking top-tier candidates, professionals seeking career mobility, and the communities whose labour markets we operate within.

Our culture is built on the principle that excellence in recruitment requires excellence in conduct. Every person who works with or for NOVARIC^® contributes to our reputation, our client relationships and our mission. The standards in this Handbook are not administrative obligations — they are expressions of who we are.

"The Future Starts At The Endgame.™" — this is not simply a tagline. It reflects our belief that considered, long-term thinking produces better outcomes for candidates, for clients, and for the societies we serve. We ask everyone in the NOVARIC^® group to bring that same forward-looking, purposeful mindset to their work every day.

The Employment Relationship

The employment relationship at NOVARIC^® is founded on mutual respect, professional accountability and shared commitment to the organisation's mission. We expect every employee and engaged individual to bring their full professional capability to their role, to treat colleagues, candidates and clients with dignity, and to conduct themselves consistently with the standards described in this Handbook and in the Code of Ethics.

In jurisdictions where at-will employment applies, the Company reserves the right to end the employment relationship at any time, subject to applicable statutory requirements. In all jurisdictions, applicable statutory notice periods, redundancy entitlements and procedural protections apply in full, and this Handbook is to be read and applied consistently with those statutory minima.

NOVARIC^® Legal Entities

The NOVARIC^® group operates through two principal legal entities:

• NOVARIC^® Sh.A. — incorporated in the Republic of Albania (NUIS/NIPT M02111033E), whose operations are governed by Albanian law including the Labour Code (Law No. 7961/1995, as amended), the Law on Protection of Personal Data and the Law on Anti-Discrimination. Employment-intermediation and vocational-counselling services in Albania are provided under Licence No. LN-9041-02-2025, Category X.2.A, issued by the Ministry of Finance and Economy through the National Business Center (QKB) on 14 February 2025 with indefinite validity. Full licence details are published at Employment Intermediation & Staffing Support — Albania.
• NOVARIC^® Ltd. — incorporated in Malta (Reg. no. C 63881, VAT MT 2170 7805), whose operations are governed by Maltese law including the Employment and Industrial Relations Act (Cap. 452) and the Equality for Men and Women Act (Cap. 456).

Group-wide governance policies, including this Handbook and the Code of Ethics, apply across both entities unless expressly stated otherwise. Where local law in Albania or Malta requires a higher standard than this Handbook sets out, that higher standard applies without exception. Where a group-wide policy conflicts with local law, the policy will be read and applied in a manner consistent with local law, and the Human Resources Division should be notified so that the policy can be reviewed.

How to Read This Handbook

The Handbook is organised into thematic sections covering the main areas of the employment relationship. Each section sets out the applicable policy and, where relevant, refers to related standalone policies or procedures. You should read the Handbook in full when you join the organisation and review it periodically — it is updated as policies change. Where you have a question about how a policy applies to your specific circumstances, contact the Human Resources Division using the contact routes in the Governance Contact section below.

Specific policies referenced in this Handbook may be published as standalone documents in the Governance & Knowledge Hub. Where a standalone policy document exists, it takes precedence over the summary in this Handbook.

Equal Employment Opportunity

NOVARIC^® is an equal opportunity employer. The Company does not discriminate in hiring, promotion, compensation, training, discipline, termination or any other condition of employment on the basis of:

• Race, colour, ethnicity or national origin
• Religion or belief
• Sex, gender or gender identity
• Sexual orientation
• Age
• Disability or health status
• Marital or family status
• Pregnancy or maternity/paternity
• Genetic information
• Veteran or military service status
• Any other characteristic protected by applicable law in Albania, Malta or the European Union

These protections apply to all employment decisions at every level of the organisation. The Company expects every person acting on its behalf — including managers, supervisors, team leads and colleagues — to uphold equal opportunity principles in every interaction.

Our equal employment opportunity commitment is anchored in Albanian Law No. 10221/2010 on Anti-Discrimination, the Maltese Equality for Men and Women Act (Cap. 456), the EU Equal Treatment Framework Directive 2000/78/EC, the EU Racial Equality Directive 2000/43/EC, and the EU Charter of Fundamental Rights.

Anti-Harassment and Anti-Discrimination Policy

NOVARIC^® maintains a zero-tolerance policy toward harassment and discrimination. Harassment is any unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. It includes:

• Verbal conduct — offensive jokes, slurs, epithets, derogatory or stereotyping comments
• Physical conduct — unwanted physical contact or interference with work
• Visual conduct — displaying or circulating offensive images, objects or communications
• Sexual harassment — unwelcome sexual advances, requests for sexual favours, or other conduct of a sexual nature
• Online or digital conduct — offensive messages, posts or communications delivered through any channel including work systems and personal devices used for work purposes

Every person in the organisation is personally responsible for their own conduct. Managers and supervisors bear an additional responsibility: they must not engage in prohibited conduct themselves, and they must act promptly to address prohibited conduct that comes to their attention — whether reported or directly observed.

Reasonable Accommodation

The Company will make reasonable adjustments to working arrangements, duties or the workplace environment for employees and job applicants with disabilities or other protected characteristics, to the extent required by applicable law and where such adjustment does not impose a disproportionate burden on the organisation. Requests for reasonable accommodation should be submitted in writing to the Human Resources Division. The request will be assessed promptly and in good faith, and the outcome communicated in writing. HR may request supporting information from a medical or other qualified practitioner to assess the nature and extent of the adjustment required.

Complaint Procedure

Any employee or engaged individual who believes they have experienced or witnessed discrimination, harassment or a violation of their employment rights should report the concern promptly. Concerns may be raised through any of the following routes:

• Directly to your line manager (unless the line manager is the subject of the complaint)
• The Human Resources Division — /en/contact/?purpose=hr
• The governance contact route — /en/contact/?purpose=governance
• The Formal Complaints Procedure

All complaints will be treated seriously, investigated promptly and impartially, and handled with appropriate confidentiality. Where a complaint cannot be resolved internally, the employee retains the right to escalate the matter to the relevant national equality authority or employment tribunal under applicable law.

No Retaliation

Retaliation against any person who reports a concern about discrimination, harassment or a violation of rights in good faith is strictly prohibited. This protection applies from the moment a complaint is raised and regardless of the outcome of any investigation. Acts of retaliation — including adverse employment decisions, changes to working conditions, social exclusion or any other detrimental treatment — will themselves constitute serious disciplinary offences that may result in dismissal. Anyone who believes they have experienced retaliation should report it immediately using the same channels available for other complaints.

Veterans and Military Service Members

NOVARIC^® values the skills, discipline and leadership experience that veterans and military service members bring to the workplace. The Company does not discriminate on grounds of military or veteran status in any employment decision. Employees who are reservists or who have compulsory military obligations are entitled to leave for those obligations in accordance with applicable national law, as described in the Leaves of Absence section.

Pay Period and Payday Schedule

Employees of NOVARIC^® are paid on a monthly basis unless a different pay frequency is specified in the individual employment contract. Pay is processed and transferred on or before the last working day of each calendar month. Payslips — whether physical or electronic — are made available to each employee at the time of payment and contain a breakdown of gross pay, applicable deductions (tax, social security contributions and any authorised voluntary deductions) and net pay.

It is the employee's responsibility to ensure that the Human Resources Division and Finance Division hold current and correct bank account and tax identification details. Changes to bank account details, tax status or personal information that affects payroll must be notified to HR in writing no later than ten (10) working days before the relevant payroll run. The Company cannot guarantee same-cycle corrections for notifications received after this deadline.

Time Entry and Approval

Where applicable to the role, employees are required to maintain accurate records of hours worked using the Company's designated time-recording system. Time entries must be submitted and approved in accordance with the schedule published by the Finance Division. Accuracy in time recording is essential: the submission of false, inaccurate or misleading time records — whether to inflate hours claimed, to conceal absence, or for any other purpose — is a serious disciplinary offence that may result in summary dismissal and, where applicable, referral to relevant authorities.

Managers and supervisors are responsible for reviewing and approving time records within their team in a timely manner and for ensuring that records accurately reflect actual hours worked.

Overtime Policy

Overtime — any hours worked beyond the contractually agreed or statutory standard working hours — must be authorised in advance by the relevant line manager or department head. Employees should not assume that overtime will be authorised retrospectively. The compensation or time-off-in-lieu treatment of authorised overtime is determined by applicable national law and the terms of the individual employment contract.

In Albania, overtime is governed by the Labour Code (Law No. 7961/1995, as amended). In Malta, overtime entitlements are governed by the Employment and Industrial Relations Act (Cap. 452). Where applicable law provides for enhanced pay rates for overtime, those statutory rates apply as a minimum regardless of any contractual provision to the contrary.

Unauthorised overtime — hours worked without prior approval from an authorised manager — may not be compensated and may attract disciplinary action for non-compliance with this policy.

Call-In Pay and Travel Pay

Where an employee is called in to work outside their scheduled hours on a non-standard basis, minimum call-in payment entitlements apply in accordance with applicable national law. Where a role requires travel between sites, travel reimbursement is available subject to prior authorisation by the relevant manager and submission of appropriate documentation. Home-to-work commuting costs are not reimbursable unless specifically provided for in the individual employment contract or an applicable collective agreement.

Expense Reimbursement

The Company will reimburse employees for reasonable, properly documented business expenses incurred in the course of their duties, subject to prior authorisation. Expense claims must be submitted within thirty (30) calendar days of the expenditure being incurred, accompanied by original receipts or equivalent evidence. Claims submitted outside this period may not be approved. Personal expenses — including personal meals, entertainment, travel or purchases made for private benefit — will not be reimbursed under any circumstances without explicit prior written authorisation. The Finance Division will publish a schedule of applicable expense categories and reimbursement rates, which are reviewed periodically.

Business Principles

Every person working with or for NOVARIC^® is expected to conduct themselves with integrity, professionalism and respect at all times. The Company's ethical framework is set out in detail in the Code of Ethics, which is incorporated by reference into this Handbook. Key principles include:

• Integrity. Act honestly and transparently in all dealings. Do not misrepresent the Company, its services or your own credentials.
• Professionalism. Maintain high standards of quality, timeliness and communication in the performance of your duties.
• Respect. Treat every person — colleagues, candidates, clients, suppliers and members of the public — with dignity and courtesy.
• Conflict of interest disclosure. Promptly identify and disclose to the Human Resources Division any situation where a personal, financial or family interest could — or could appear to — influence a business decision or professional judgment. Do not participate in a decision or approval where such a conflict exists until it has been appropriately managed. Full requirements are in the Conflicts of Interest Policy.
• Gifts and hospitality. Do not offer, give, request or accept any gift, payment or hospitality that could reasonably be perceived as influencing a business decision. The Company's gifts and hospitality thresholds are published in the Doing Business Ethically Policy.

Misconduct Reporting

Any person who becomes aware of suspected misconduct — including a breach of this Handbook, the Code of Ethics, applicable law or NOVARIC^® policy — is expected to report it promptly. Reports may be made to:

• The line manager (unless implicated)
• The Human Resources Division — /en/contact/?purpose=hr
• Legal / Compliance — routed through the governance contact
• The Formal Complaints Procedure

The Company's non-retaliation commitment (see Section 2) applies fully to good-faith misconduct reports.

Performance Standards

All employees are expected to perform their duties to the standard set out in their role description and as directed by their manager. Formal performance reviews are conducted at least annually. Where performance falls below the required standard, the Company will typically follow a performance improvement process before initiating disciplinary action — providing clear targets, support and a reasonable period for improvement. The performance improvement process does not apply where the issue involves serious misconduct, in which case the disciplinary procedure applies directly.

Disciplinary Procedure

The Company's disciplinary procedure is designed to be fair, consistent and compliant with applicable law. The standard progression is:

1. Informal discussion — for minor concerns that can be resolved through coaching and guidance
2. First written warning — where an informal discussion has not resulted in improvement, or where the concern is more serious
3. Final written warning — where a previous written warning has not resulted in improvement, or where the conduct is serious
4. Dismissal — where previous warnings have not been effective, or where the conduct constitutes gross misconduct

Every employee subject to formal disciplinary proceedings has the right to be accompanied at any formal hearing by a colleague or, where applicable by law, a trade union representative. The Company reserves the right to suspend an employee on full contractual pay pending the outcome of a disciplinary investigation. Suspension is a neutral act and does not constitute a disciplinary sanction. All stages of the disciplinary process will be conducted in accordance with applicable national law.

Workplace Rules

All employees are expected to contribute to a safe, clean and professional working environment. This includes:

• Keeping workspaces tidy and free of hazards
• Treating Company property and confidential information with care
• Complying with all applicable Health & Safety and IT acceptable use requirements
• Behaving professionally in all Company facilities, at client premises, and at any event or function conducted on the Company's behalf
• Not bringing into the workplace any item, material or substance whose presence would constitute a legal, safety or reputational risk to the Company or to colleagues

Attendance and Punctuality

Reliable attendance is a fundamental requirement of all roles. Employees are expected to be present and ready to work at the start of their scheduled shift or working day. Where absence due to illness or another cause is unavoidable, the employee must notify their line manager by telephone no later than one (1) hour after their scheduled start time on the first day of absence. Text message, email or voicemail notification alone is not sufficient for unplanned absence unless a specific alternative process has been agreed with the line manager in advance.

Where absence extends to three (3) or more consecutive calendar days, the employee must provide a medical certificate or equivalent documentation from a qualified medical practitioner. Persistent or patterns of short-term absence will be managed through the Company's attendance management process, which may result in formal action under the disciplinary procedure.

Social Media Policy

Employees are permitted to maintain and use personal social media accounts in their own time. The following requirements apply when personal social media activity intersects with the employee's relationship with NOVARIC^®:

• Do not disclose confidential information relating to the Company, its clients, candidates or employees
• Do not make statements that are — or could reasonably be perceived as — harmful to the Company's reputation
• Do not post discriminatory, harassing, offensive or unlawful content, whether or not it references the Company
• Do not identify yourself as speaking on behalf of NOVARIC^® in a personal capacity without explicit written authorisation

Official NOVARIC^® social media accounts are managed exclusively by authorised members of the Communications Division. No employee may create, operate or post to official Company social media channels without express written authorisation from the Communications Director.

Family and Medical Leave

Employees are entitled to family and medical leave in accordance with the applicable national law of the jurisdiction in which they are employed. These entitlements include but are not limited to:

• Maternity leave — statutory entitlement under Albanian Labour Code and Maltese law (EIRA Cap. 452); duration, pay and notice requirements set by law and individual contract
• Paternity leave — statutory entitlement per applicable law; employees should contact HR for current entitlements in their jurisdiction
• Adoption leave — equivalent entitlements to maternity/paternity leave apply for adoptive parents where provided by applicable law
• Shared parental leave — where available under national law, employees may be eligible to share statutory leave entitlement with a partner
• Parental leave — unpaid leave to care for a child up to the age provided by applicable law; notice requirements apply
• Sick leave — employees are entitled to statutory sick pay and leave in accordance with applicable national law; the Company may supplement statutory sick pay subject to eligibility criteria set out in the employment contract
• Carer's leave — where applicable under national law, employees are entitled to leave to provide care to a dependent

Entitlements vary between Albania and Malta. Contact the Human Resources Division for specific entitlement information applicable to your jurisdiction and circumstances.

Military Caregiver Leave

An employee who is the spouse, child, parent or nearest relative of a current or former military service member who has suffered a serious injury or illness in the course of military service is entitled to military caregiver leave in accordance with applicable national law. The employee should contact HR as early as practicable to discuss the leave required and to provide relevant supporting documentation. The Company will handle all information provided in connection with military caregiver leave with appropriate confidentiality and sensitivity.

Leave Notification Requirements

Planned leave — including annual leave, parental leave and other foreseeable leave — must be requested through the Company's designated leave management system with a minimum of two (2) weeks' advance notice, unless a shorter period is agreed with the line manager. Approval of leave requests is subject to operational requirements and is not guaranteed.

For urgent or unplanned leave — including unforeseeable illness or family emergencies — the employee must contact their line manager by telephone before, or as close as practicable to, their scheduled start time on the first day of absence. Where absence due to illness extends to three (3) or more consecutive calendar days, a medical certificate or equivalent documentation from a qualified medical practitioner is required.

Personal Leave

In exceptional personal circumstances, employees may request unpaid personal leave. Such requests are considered at the sole discretion of HR and the relevant department head, taking into account the nature and urgency of the circumstances, the employee's service record and operational requirements. Requests must be made in writing and must specify the reason for the request, the duration of leave sought and, where applicable, plans for continuity of key duties during the absence. The Company is not obligated to grant personal leave and the granting of personal leave in one case does not create a precedent or an expectation of approval in any subsequent case.

Military Leave

Employees who are required to undertake compulsory military service or reservist duties are entitled to military leave in accordance with applicable national law. Employees should provide as much advance notice as practicable of the requirement and duration of military service, and should provide a copy of the relevant call-up or activation orders to the Human Resources Division. Pay during military leave is determined by applicable national law and the terms of the employment contract.

Jury Duty and Bereavement Leave

Jury duty. Where an employee is summoned for jury service, the Company will grant paid leave for the duration of the summons. Employees must provide a copy of the jury summons to the Human Resources Division promptly upon receipt. Any jury attendance allowance or payment received from the court authority in respect of the period of paid leave may be offset against the Company's salary payment to the extent permitted by applicable law.

Bereavement leave. Employees who experience the death of a close family member are entitled to bereavement leave in accordance with applicable national law. "Close family member" typically includes a spouse, civil partner, child, parent, sibling or equivalent. For bereavement relating to other relationships, the Company will consider reasonable requests for compassionate leave on a case-by-case basis. Employees should contact the Human Resources Division as soon as practicable to arrange bereavement leave.

Care of Company Property

All equipment, materials, vehicles, systems and other property provided to an employee by the Company must be used responsibly, maintained in good working order, and returned promptly upon request or upon the termination of employment. Employees are responsible for the equipment in their care during their employment. Loss, theft, damage or misuse of Company property must be reported to the Finance Division and, where relevant, the IT Division, as soon as it is discovered. The employee may be held responsible for the cost of repair or replacement where loss or damage results from negligence or deliberate misuse.

Inventions and Copyrights

All work product, inventions, designs, software code, written materials, creative output, processes and other intellectual property developed by an employee in the course of their employment — or developed using Company resources, systems, data or time, regardless of location — is the exclusive property of the Company. This assignment of ownership is automatic and takes effect from the moment of creation, without any requirement for a separate written assignment, although the Company may ask the employee to execute documents to formalise the vesting of ownership in specific circumstances.

Employees must promptly disclose to the Human Resources Division and/or the relevant department head any invention, development or creation that may constitute Company IP, including where the employee has any doubt about ownership. Failure to disclose or any attempt to assert personal ownership over Company IP constitutes a disciplinary offence and may attract civil liability.

IT Acceptable Use Policy

Company IT systems — including hardware, software, networks, email, collaboration tools and storage — are provided for business purposes. Limited incidental personal use is permitted where it does not interfere with job performance, consume excessive resources or create legal or security risks for the Company. The following uses are prohibited at all times on Company systems and on personal devices used for Company purposes:

• Accessing, creating, distributing or storing unlawful, obscene, offensive or harassing content
• Installing or running unauthorised software, including software obtained from unlicensed sources
• Circumventing, disabling or attempting to bypass security controls, access restrictions or monitoring systems
• Sharing access credentials or allowing another person to use a Company account
• Transmitting confidential Company information through unsecured or personal channels
• Using Company systems for personal commercial activity, political campaigning or solicitation

The Company reserves the right to monitor, access and review activity on its IT systems to the extent permitted by applicable law, for legitimate business purposes including security, compliance and investigation of suspected misconduct. Employees have no expectation of privacy in respect of content stored on or transmitted through Company systems.

Security incidents — including suspected phishing, malware, data loss, unauthorised access or device theft — must be reported to the IT Division immediately upon discovery. Delay in reporting a known security incident is itself a disciplinary matter.

At-Will Employment Confirmation

In jurisdictions where at-will employment applies, either party may end the employment relationship at any time and for any lawful reason, with or without cause, subject to applicable statutory notice requirements. In all jurisdictions, this Handbook is to be read consistently with statutory notice provisions, redundancy entitlements and procedural protections under applicable national law. Nothing in this section limits or waives any statutory right that cannot lawfully be waived.

Types of Termination

Voluntary resignation. Where an employee chooses to resign, they must provide written notice to the Human Resources Division in accordance with the notice period specified in their employment contract or, where greater, the statutory minimum notice period under applicable law. The Company may, at its discretion, accept payment in lieu of notice (PILON) rather than requiring the employee to work their notice period. The decision to accept PILON rests with the Company.

Involuntary termination. The Company may terminate employment for legitimate reasons including redundancy (where the role is no longer required), poor performance (following the applicable performance improvement process) or misconduct (following the applicable disciplinary procedure). All involuntary terminations will be conducted in accordance with applicable national law, including any applicable consultation, notice and payment requirements.

Gross misconduct. In cases of gross misconduct — which includes but is not limited to theft, fraud, violence, serious breach of confidentiality, gross insubordination, or conduct posing an immediate risk to the safety of persons or systems — the Company may dismiss the employee without notice or payment in lieu, subject to the requirement to conduct a fair hearing and investigation before the decision to dismiss is made.

Retirement. Employees intending to retire should provide written notice to the Human Resources Division as early as practicable, to allow appropriate arrangements to be made for the handover of responsibilities and the orderly conclusion of the employment relationship.

Final Pay

All outstanding pay — including salary accrued to the date of termination and any accrued but untaken statutory annual leave entitlement — will be included in the employee's final payroll run. The timing of the final payroll payment will be in accordance with applicable national law. For employees in Albania, the final payment timeline is governed by the Labour Code (Law No. 7961/1995). For employees in Malta, the relevant timescale is governed by the Employment and Industrial Relations Act (Cap. 452). All applicable statutory deductions — including income tax and social security — will be applied to the final payment in the usual way. Outstanding expense claims should be submitted before the last day of employment wherever possible.

Return of Company Property

On or before the last day of employment, the employee must return all Company property in their possession or control, including:

• Electronic devices (laptops, mobile phones, tablets, headsets)
• Access cards, key fobs and physical keys
• Identity badges and lanyards
• Physical documents, files and printed materials containing Company or client information
• Any other property provided by the Company during the course of employment

Items should be returned to the Human Resources Division or the employee's line manager. IT access, email accounts, system credentials and remote access connections will be revoked on the employee's last day of employment. Failure to return Company property may result in deductions from final pay to the extent permitted by applicable law, and/or civil recovery action.

Rehire Eligibility

Former employees who left the organisation in good standing — meaning they served their contractual notice period (or had PILON accepted), returned all Company property in satisfactory condition, and were not dismissed for gross misconduct — may be considered for re-employment in future roles for which they are qualified. Eligibility for rehire does not create any obligation on the Company to offer employment, and former employees must apply through the standard recruitment process in the same way as all other candidates. Previous service is not automatically recognised for seniority, leave or other entitlement purposes on re-engagement.

OSHA Compliance

The Company conducts periodic risk assessments of all work environments and activities to identify and mitigate workplace hazards. Emergency evacuation procedures are posted at all Company premises and are tested through regular fire drills. First aid equipment and trained first-aiders are available at each Company site. Employees should familiarise themselves with the emergency procedures, fire exit routes and first aid locations applicable to their place of work on commencement and whenever they move to a new site.

Work-related accidents, injuries and near misses must be reported immediately to the line manager and recorded in the Company's accident/incident reporting system. Where a reportable incident occurs under applicable national law, the Company will ensure the appropriate regulatory notification is made. Employees must not alter, remove or conceal evidence of an accident or incident, and must cooperate fully with any investigation.

Driving and Vehicle Use Policy

Any employee who drives in the course of their employment — whether in a Company vehicle or a personal vehicle used for Company business — must hold a current and valid driving licence appropriate for the vehicle type and jurisdiction. The employee must also hold valid and appropriate insurance cover for business use where a personal vehicle is used. It is the employee's responsibility to maintain the validity of their driving licence and insurance and to notify the Human Resources Division immediately if either is withdrawn, suspended or limited.

The following apply as absolute prohibitions with no exceptions:

• Driving or operating a vehicle under the influence of alcohol, illegal drugs or medication that impairs driving ability
• Using a hand-held mobile phone or any other hand-held device while driving, whether or not the vehicle is stationary in traffic
• Driving in a manner that creates an unnecessary risk to the driver, passengers, other road users or the public

Accidents, endorsements, penalty points or other events affecting driving eligibility must be reported to the Human Resources Division in writing within five (5) working days of the event. Failure to report or falsification of driving eligibility information may result in disciplinary action up to and including dismissal.

The Employee Handbook is part of the wider NOVARIC^® governance framework. The following documents provide additional requirements and guidance relevant to the policies described in this Handbook.

For enquiries relating to this document or the policies it contains, please use the appropriate contact route below.

Version 2.1 — March 2024. Policies described in this Handbook are subject to change at the Company's sole discretion. The current authoritative version is always the version published at https://novaric.eu/en/governance/novaric-employee-handbook/.