ORGANISATIONAL CHART

Board of Directors

General Manager/Producer

Artistic Director

Learning & Development Manager

Company Dancers

Dance Workers

Apprentice Dancers

Administrator

Rehearsal Director

JOINING SMALLPETITKLEIN Personal problems If you have any personal problems with which you believe the Company may be able to help, then you should approach your line manager. He or she can arrange for a personal discussion with the appropriate personnel, which will be in absolute confidence. Probationary period On joining the Company you will serve a probationary period. During this time you will be making your own mind up about whether you wish to remain working with this Company. Your manager, at the same time, will be assessing your capabilities, attitude and potential. If you do not reach the standards required by the Company your employment may be terminated at any time during the probationary period, or the probationary period may be extended. For contracts lasting up to 6 months, there shall be a one month probationary period and contracts over 6 months a probationary period of two months shall be served. Induction Our induction programme is designed so that you fit in quickly and effectively. You will meet your new colleagues and you will receive information on the Company, your terms and conditions of employment or statement of engagement, company rules, health, hygiene and safety. Changes in personal details To help us to assist you, especially in cases of emergency, it is essential that all information on your personnel records is complete, correct and up to date. Please inform the General Manager/Producer of any changes in your personal details, including a change of: • Address and telephone number • Name • Next of kin. Your personal information is classified as confidential and will not be released to outside sources. Job Description You have been provided with a Job Description of the position to which you have been appointed but amendments may be made to your Job Description from time to time in relation to our changing needs and your own ability. Job Flexibility It is an express condition of your employment/engagement that you are prepared, whenever necessary, to transfer to alternative duties within the Company. From time to time, it may be necessary for you to take over some duties normally performed by colleagues. This flexibility is essential as the type and volume of work is always subject to change, and it allows us to operate efficiently and gain maximum potential from our work force. Mobility It is a condition of your employment/engagement that you are prepared, whenever necessary, to work from any assigned location. This mobility is essential to the smooth running of our business. Signing In & Out Ardler Complex, our Dundee base, operates a system for signing in and out. When you arrive for work, you must tick your name. You should sign in and out when entering and leaving the building. This acts as a roll call in the event of an evacuation.

Performance and Review Our policy is to monitor your work performance on a continuous basis so that we can maximise your strengths, and help you to overcome any possible weaknesses. Staff Appraisal – Support & Supervision We have a staff appraisal scheme, called Support & Supervision, in place for the purposes of monitoring staff performance levels with a view to maximising the effectiveness of individuals, details of which are available below.

• For Dancers and Apprentices All staff will take part in a Performance Appraisal during projects, where each artist will meet with the Artistic Director and review their progress with the Company. Staff Appraisal is intended to be a positive and mutually beneficial process, which allows Smallpetitklein and its staff the opportunity to discuss issues, which encourage best practice and the achievement of high standards in all aspects of their work. Disciplinary action under the Disciplinary Procedure may be taken against any employee who fails to work on the goals agreed during the appraisal process.

• For Learning & Development Dance Workers and Freelance Tutors:

We aim to visit your sessions once a term or at the very least once a year. The appraiser will usually be either the Learning & Development Manager or the Artistic Director. The appraiser will observe your workshop and then arrange a meeting with you to discuss your performance. Staff Appraisal is intended to be a positive and mutually beneficial process, which allows Smallpetitklein and its staff the opportunity to discuss issues, which encourage best practice and the achievement of high standards in all aspects of their work. Disciplinary action under the Disciplinary Procedure may be taken against any employee/worker who fails to work on the goals agreed during the appraisal process.

• For Management and Office Staff:

All management and office staff will meet with their Line Manager and/or Artistic Director on a weekly or fortnightly basis to give updates on your work with Company and review your progress. Staff Appraisal is intended to be a positive and mutually beneficial process, which allows Smallpetitklein and its staff the opportunity to discuss issues that encourage best practice and the achievement of high standards in all aspects of their work. Disciplinary action under the Disciplinary Procedure may be taken against any employee who fails to work on the goals agreed during the appraisal process.

Training We are committed to the continual development of all our employees. It is vital that our employees possess the skills and knowledge to enable them to perform their duties effectively. Any needs should be discussed with your Line Manager. Smallpetitklein may, in its absolute discretion, provide financial assistance for external training courses that have relevance to your current or likely future duties with Smallpetitklein. You may not be paid to undertake this training. Ownership All work created during your work with Smallpetitklein remains the property of Smallpetitklein Dance Company Limited and we reserve the right to present, perform, adapt or modify the work in any way we deem appropriate. All images taken of you during Company photo-shoots or during performance, office work, teaching or rehearsal remain the property of Smallpetitklein Dance Company Limited and we reserve the right to use these images for our publicity and marketing through print, online, social media or any other means now and in the future.

POLICIES Equality & Diversity Policy It is the Company's intention that all employees should have an equal chance of advancement, access to opportunity, and the training necessary to that end, irrespective of the employee's: • Sex • Race, colour nationality, ethnic origin • Sexual orientation • Religion or belief • Age It is the Company's policy to employ and provide a suitable environment for people with disabilities. All reasonable facilities will be provided for employees with disabilities to pursue their careers without difficulty or disadvantage. It is the responsibility of every manager to ensure that the terms of the policy are observed. If you feel that the letter and general intent of the Equality & Diversity policy has not been fully implemented then you should draw this to the attention of your line manager, in the first instance. If the matter is not resolved satisfactorily you may raise a grievance through the Company's grievance procedures. Please see our separate document entitled ‘Equality & Diversity Policy’ for further information. Child Protection and Vulnerable Adults Policy Please see our separate documents entitled ‘Child Protection Policy’ and ‘Vulnerable Adults Policy’. Disclosure Policy Please see our separate document entitled ‘Disclosure Policy’. Health and Safety Policy Smallpetitklein recognises that it is responsible for ensuring, so far as is reasonably practicable, the health, safety and welfare at work of its employees. Smallpetitklein believes that the pro-active management of health and safety issues is an integral part of its obligations to its employees and to the wider community. This policy statement sets out in broad terms the legal responsibilities owed by Smallpetitklein and by employees in relation to health and safety issues. It will only be possible for Smallpetitklein to comply with these legal obligations if both its employees and any self-employed third parties on our premises understand that they are under a duty to take reasonable care for the health and safety of themselves and any of their colleagues who may be affected by their acts or omissions and that they are required to co-operate with Smallpetitklein to enable Smallpetitklein to perform its obligations. We firmly believe that adequate provisions for health and safety are essential to working life. The maintenance of healthy and safe working conditions and the prevention of injuries are not only of vital importance to the Company's efficiency and success, but also in the best interests of all our employees and their families. We therefore aim to: • Ensure that all employees are fully aware of their responsibility for safety and of the safety rules

which are relevant to their own jobs • Provide up to date information about health and safety issues at work. Safety do's and don'ts The list of safety rules set out below is not exhaustive and is intended for general guidance only. Some rules will be explained to you by your line manager or by an experienced employee. If you are unsure about health and safety issues don't be afraid to ask.

Do • Look where you are going and proceed cautiously and carefully around the building. Avoid

running or rushing about – it's better to be safe than sorry • Make sure that you really understand what to do before you operate any piece of equipment

or machine, however simple, on your own • Make sure that you use proper methods for lifting and handling: keep your back

straight: if something is too heavy for you to lift on your own, ask someone to help • Clean up after you: your untidiness or carelessness may cause injury to someone else • Wear special protective clothing, including goggles, ear protectors, gloves or boots when

advised to do so • Take care at all times for the safety of yourself and others • Report any injury, however slight, to your line manager • Report hazards Don't • Run inside or outside the building • Attempt to operate any machine or equipment without taking proper instructions • Attempt to clean any machine or any moving part whilst it is in motion • Interfere with any safety equipment or machine guards • Tamper with any electrical wiring or equipment • Leave things lying around or in gangways • Obstruct fire exits Accidents and First Aid Any injury requiring treatment should be dealt with by a trained first-aider. Names of qualified first aiders are posted in the office. First aid boxes are available in the office. If no first aider is available in your area, please report to your Line Manager. Reporting accidents You should report any accident, however minor, in the Accident Book that can be found in the office. In the event of a serious or notifiable accident or dangerous occurrence, it is essential that your line manager is located and advised as soon as possible, in order that suitable action is taken. Fire procedures Rules concerning fire evacuation are posted near fire equipment throughout the building. Hygiene Any exposed cut or burn must be covered with a first aid dressing. If you are suffering from an infectious or contagious disease or illness such as swine flu, rubella or hepatitis, you must not report for work without clearance from your own doctor. Data Protection Policy You may be required to give certain information relating to yourself in order that Smallpetitklein may properly carry out its duties, rights and obligations as the employer. Smallpetitklein will process and control such data principally for personnel, administrative and payroll purposes. The term ‘processing’ may include Smallpetitklein obtaining, recording or holding the information or data or carrying out any set of operation or operations on the information or data, including organising, altering, retrieving, consulting, using, disclosing or destroying the information or data. Smallpetitklein will adopt appropriate technical and organisational measures to prevent the unauthorised or unlawful processing or disclosure of data. You are requested to sign the attached consent form (Appendix 1 – Data Protection Consent Form) giving consent to Smallpetitklein to process data relating to yourself, which may include sensitive data. Please also refer to our separate document entitled ‘Disclosure Policy’

HOLIDAY ENTITLEMENT AND CONDITIONS Annual holidays

1. Your holiday year begins on the day your started working for Smallpetitklein. Each holiday year after this will start on the anniversary of the date on which you started work. Therefore each holiday year ends the day before your anniversary of beginning work with the company. I.e if you start on 10th January 2011 your holiday year begins on 10th January 2011 and ends on 9th January 2012.

2. Your annual holiday entitlement is shown in your individual Statement of Main Terms of Employment.

3. Holidays cannot be carried forward unless this is set out in your Contract of Employment. 4. TOIL time cannot be used towards holidays.

Conditions applying to your annual holiday entitlement

1. You should complete the Holiday Request Form for all holiday requests and email this to the Artistic Director. You must have it signed and approved by the Artistic Director before making any firm holiday arrangements.

2. Holiday requests will only be considered if you present them on the Holiday Request Form. We will allocate agreed holiday dates on a ‘first come – first served’ basis whilst ensuring that operational efficiency and minimum staffing levels are maintained throughout the year. Only one person from the office and management team will be allowed on annual leave at any one time to ensure the office is staffed and operations continue efficiently.

3. All holiday requests must be booked taking the Annual Schedule into consideration and cannot clash with pre-arranged events scheduled to take place during the year. Particularly during the time when the Company is performing at the Edinburgh Festival Fringe.

4. The Company shuts down over the Christmas and New Year period therefore this 2 week period is a mandatory holiday that will be reflected in your holiday entitlements.

5. You may not normally take more than two working weeks consecutively. 6. Your holiday pay will be at your normal basic pay unless shown otherwise on your Statement

of Main Terms of Employment. 7. In the event of the termination of your employment any holidays accrued but not taken will

be paid for. However, in the event of your having taken holidays which have not been accrued pro-rata, then the appropriate payment will be deducted from your final wages/salary. This is an express written term of your contract of employment.

Public/Bank Holidays Your entitlement to public/bank holidays is shown in your individual Statement of Mains Terms of Employment. We do not make any additional payment for working on a public/bank holiday.

SPECIAL CONTRACT CONDITIONS FOR TUTORS AND WORKSHOP LEADERS Learning & Development – Freelancers Dance Workers Rules & Regulations The following terms and conditions apply when accepting a teaching role with Smallpetitklein’s Learning & Development Department:

1. You must not establish a new dance class at the host venue or within a 3 mile radius, involving the participants either as a result of teaching the class or otherwise within a 2 year period,

2. You will not be paid for any session that you did not deliver 3. No additional payments towards travel or expenses will be paid unless agreed in advance in

writing. 4. You must not arrange to send someone to teach your class without prior agreement with

Smallpetitklein, failure to do so may result in your dismissal from the project and the replacement teacher will not be paid.

5. You must use language that is appropriate to the level you are teaching. Please refrain from using crude, vulgar language including swear words. You must also avoid making statements or comments to the participants, which may be misconstrued. You must remember that you are representing Smallpetitklein in a professional capacity,

6. You must not use the classes or workshops as an opportunity to promote or market any projects or classes that you are doing yourself or with other companies. Smallpetitklein works hard to establish relationships with schools and colleges and will not allow other companies to use our work for their benefit. Failure to comply with this condition will result in immediate termination of your contract.

7. For your protection, regardless of your intentions, you must restrict the use of touch when trying to help children learn the moves. Try to use descriptive language to explain what you want. This is in line with our Child Protection Policy and is designed to protect both children and our staff.

8. Please ensure your mobile phone is switched off or on silent mode before starting your session. 9. Ensure you are wearing a Smallpetitklein branded T-Shirt during all sessions taught for the

Company. Do not wear T-shirts advertising other companies. Do not wear baseball caps or hats whilst teaching.

10. You must complete and return all 3 evaluation forms each term (Form 1, form 2 and form 3) otherwise you will NOT be paid until we receive these forms completed to a satisfactory standard.

WAGES AND PAYMENTS For employees

1. The pay month is the calendar month. 2. Wages are paid directly into your bank account by the last Friday of each month. 3. You will receive a payslip showing how the total amount of your pay has been calculated. It

will also show the deductions that have been made and the reasons for them, e.g. Income Tax, National Insurance, etc.

4. Any pay queries that you may have should be raised with the General Manager/Producer. 5. If you are overpaid for any reason, the total amount of the overpayment will normally be

deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.

6. At the end of each tax year you will be given a form P60 showing you the total pay you have received from us during that year and the amount of deductions for Income Tax and National Insurance. You may also be given a form P11D showing non-salary benefits. You should keep these documents in a safe place as you may need to produce them in your dealings with HM Revenue and Customs and other government departments, or if completing a self-assessment form.

For freelance and contract staff

1. You will be paid on presentation of an invoice addressed to Smallpetitklein Dance Company Limited. Please see our Sample Pro Forma Invoice on the Work Area of the website www.smallpetitklein.com/workarea.html (please check with the General Manager/Producer for log in information if prompted) which will show you the details that we require to process your invoice.

2. You should declare on your invoice that you are responsible for your own income tax payments and national insurance contributions.

3. Please email your invoice to Emma Preston, General Manager/Producer at emma@smallpetitklein.com Payments are only processed on Fridays. Our terms of payment are 28 days of receipt of your invoice. Please ensure you send your invoice with enough time for it to be processed. Don’t leave it too late as we will not able to make last minute payments. Please do not call or text Emma to ask for payment during the 28 day waiting period. The 28 day waiting period is a standard business procedure for cash flow mechanics.

4. Payment will be by bank transfer – cash payments will not be made to the artist. 5. For rehearsal periods we aim to pay you within the time frame outlined in your contracts. 6. Freelance Management staff will be paid as outlined in your Letter of Engagement that you

will receive within the first 60 days of undertaking work with the Company. 7. Apprenticeships are not paid as they are generally training opportunities and therefore you

will be informed if and when expenses will be paid.

SICKNESS/INJURY PAYMENTS AND CONDITIONS Notification of incapacity for work You must notify your Line Manager by telephone by 9am on the day you are due to commence work if you are sick and unable to work. Failure to do so may result in disciplinary action and/or immediate termination of your contract and dismissal. If you fail to turn up for work without notice, your contract may be terminated immediately and dismissed. You should try to give some indication of your expected return date and notify us as soon as possible if this date changes. Notification should be made personally (or if you are unable to do so, then by a relative, neighbour or friend). All staff are required to contact their Line Manager by 3.30pm to advise if you are returning to work the following day. If your incapacity extends to more than seven days you are required to notify us of your continued incapacity once a week thereafter, unless otherwise agreed. Self-employed freelancers and contractors will not receive payment for any days/sessions missed. Evidence of Incapacity Doctors’ certificates are not issued for short-term incapacity. In these case of incapacity (up to seven calendar days) you must sign a self-certification absence form on you return to work. If your sickness has been (or you know that it will be) for longer than seven days (whether or not they are working days) you should see your doctor and make sure they give you a medical certificate and forward this to us without delay. Subsequently you must supply us with consecutive doctors’ certificates to cover the whole of your absence. Statutory sick pay Employees may be entitled to Statutory Sick Pay (SSP) when you are absent from work due to sickness, provided you meet the criteria in the current SSP regulations. When you are absent for four or more consecutive days you will be paid SSP by us if you are eligible. This is treated like wages and is subject to normal deductions. The main features of the scheme are: • The first three days of incapacity are unpaid (called 'waiting days') • SSP is paid for up to 28 weeks. • Once SSP is exhausted, an employee normally transfers onto benefits paid directly by the

Department for Work and Pensions • If two periods of sickness are separated by less than eight weeks (56 days), then they are linked

and the employee need not serve the waiting days again. Where the circumstances of your incapacity are such that you receive or are awarded any sum by way of compensation or damages in respect of the incapacity from a third party, then any payment which we may have made to you because of the absence (including SSP) shall be repaid by you to us up to an amount not exceeding the amount of the compensation or damages paid by the third party and up to, but not exceeding, any amount paid by us. Absence Your attendance is important to the business and is monitored. This policy identifies points at which the Company will take action if your sickness absence reaches unacceptable levels. Short-term absence • Your Line Manager will formally review your absence record if in any three month period there

are three separate periods of absence (whether these are certificated or not), or if there is an unacceptable pattern of absence, for example, regular time off on Mondays or Fridays.

Long-term absence • 'Long term absence' is a period of sickness, which lasts longer than two calendar weeks • The Company takes a sympathetic view about genuine ill-health problems and will provide a

supportive approach to all employees in such circumstances • Your Line Manager will monitor your absence and will counsel you through a period of sickness

absence. If, after discussion it appears that you are likely to be away from work for more than four weeks your Line Manager will telephone you every fortnight and visit your home every month. These arrangements may be varied by agreement. Home visits will not be made without your consent

• Ultimately, if absence does reach problematic levels then the Company may have no choice but to dismiss you. The point at which this action may be taken will depend on the nature of your work and the difficulty caused to the Company by your continued absence. Dismissal will be regarded as a last resort and the Company will try to ensure that the following criteria are fulfilled: 1. Relevant medical information is sought and considered 2. Options for alternative duties or working arrangements are examined 3. Your views will be taken into account 4. Before any dismissal the company will comply with any applicable statutory

dismissal procedure Return to work When you return to work from any absence (excluding holidays) your Line Manager will have a discussion with you on the first day of your return to work or as soon as reasonably practicable after that. General Conditions

1. Submission of a medical certificate or Sickness Self-Certification Absence Form, although giving us the reason for your absence, may not always be regarded by us as sufficient justification for accepting your absence. Sickness is just one of a number of reasons for absence and although it is understandable that if you are sick you may need time off, continual or repeated absence through sickness may not be acceptable to us.

2. In deciding whether your absence is acceptable or not we will take into account the reasons and extent of all your absences, including any absence caused by sickness. We cannot operate with an excessive level absence as all absence, for whatever reason, reduces our efficiency.

3. We will take a serious view if you take sickness/injury leave that is not genuine, and it will result in disciplinary action being taken.

4. If we consider it necessary, we may ask your permission to contact your doctor or for you to be independently medically examined.

SAFEGUARDS Use of Email You are encouraged to use email and the Internet at work as a fast and reliable method of communication with significant advantages for business. However, you need to be careful not to expose either yourself or Smallpetitklein to certain risks and offences that the misuse of these facilities can cause.

Employees must word all emails appropriately, in the same professional manner as if they were composing a letter.

The content of any email message sent must be neither defamatory, abusive nor illegal and must accord with Smallpetitklein’s Equality & Diversity Policy. Sending and receiving of obscene or pornographic or other offensive material is not only considered to be gross misconduct but may also constitute a criminal offence.

Employees must be careful of what is said in email messages as the content could give rise to both personal liability or create liability for Smallpetitklein. Employees must also avoid committing themselves, or on behalf of Smallpetitklein, over the Internet without having received prior and express authorisation to do so, or unless this forms part of their normal day-to-day activities and has been so authorised by Smallpetitklein.

Smallpetitklein reserves the right to monitor the content of emails sent and received and may undertake monitoring of both the content and extent of use of emails. Employees must ensure that they have the correct email address for the intended recipients. If employees inadvertently misdirect an email, they should contact their manager immediately on becoming aware of their mistake. Employees must not send any information that Smallpetitklein considers to be confidential or sensitive over email. Smallpetitklein, in particular, considers the following information inappropriate for transmission over email: personnel information or confidential information relating to Smallpetitklein’s business.

The email facility is provided for business purposes only. Employees must limit personal usage to a minimum and must abide by the above guidelines concerning the content of emails. Employees should at all times remember that email messages may have to be disclosed as evidence at any court proceedings or investigations by regulatory bodies and therefore may be prejudicial to both their or Smallpetitklein’s interests. Employees should consider that hard copies of emails may be taken and backup disks may retain records of emails even when these have been deleted from the system. Disciplinary action under the Disciplinary Procedure shall be taken against any employee who is found to be in breach of these guidelines and depending upon the circumstances and seriousness of the breach, this may result in dismissal.

Outgoing emails should always include standard company signatures that include name, position, contact details, disclaimers and other relevant company information. A personalised company signature will be created for you and you should keep this information updated as instructed by the management team.

Use of Computer Equipment In order to control the use of Smallpetitklein’s computer equipment and reduce the risk of contamination the following will apply:

• The introduction of new software must first of all be checked and authorised by the Artistic Director before general use will be permitted.

• Only authorised staff should have access to Smallpetitklein’s computer equipment. • Only authorised software may be used on any of the Company’s computer equipment. • Only software that is used for business applications may be used. • No software may be brought onto or taken from the Company without prior authorisation. • Unauthorised tampering with the computer equipment will result in disciplinary action. • Unauthorised copying and/or removal of computer equipment/software will result in

disciplinary action, such actions could lead to dismissal. • Computer equipment, including laptops, should not be used for personal use. It is forbidden

to install any other programs to a Company computer without the written permission of your Line Manager. These forbidden programs include, but are not limited to, unlicensed software,

pirated music, and pornography. The copying of programs installed on the Company computers is not allowed unless you are specifically directed to do so in writing by your Line Manager.

Use of Internet You must ensure that use of the Internet is limited to work related activities. You should restrict your access to social networking sites, such as Facebook and Twitter, during working hours unless it is work related. You must not illegally access and/or download files such as music, video, software etc. Failure to comply with these conditions will result in disciplinary procedures; such actions could lead to dismissal.

Use of Company Property Smallpetitklein will provide you with the necessary equipment to do your job. None of this equipment should be used for personal use, nor removed from the physical confines of Smallpetitklein - unless it is approved and your job specifically requires use of Company equipment outside the physical facility of Smallpetitklein.

Confidentiality You may, in properly carrying out your duties, have access to, or come into contact with, information of a confidential nature. Your terms and conditions provide that except in the proper performance of their duties, you are forbidden from disclosing or making use of, in any form whatsoever, such confidential information. Employees with access to sensitive information pertaining to financial areas of the Company’s work or personal information concerning other employees are required to sign a confidentiality agreement. Statements to the media Any statements to the press or media in relation to our business may only be given by the Artistic Director, General Manager/Producer or Learning & Development Manager.

STANDARDS Conduct and Behaviour It is important that Smallpetitklein is recognised for its professionalism and high standard of work and conduct, therefore it is imperative that you conduct yourself in a professional manner when working with the Company. This is particularly important when members of the public engage with us be it through a workshop, performance, meeting or viewing a rehearsal. Please ensure your language is polite and courteous at all times and refrain from offensive and/or aggressive language & behaviour whether in earshot or not. Lateness and Absenteeism You must attend for work punctually at the specified time and you are required to comply strictly with any time recording procedures relating to your area of work. All absences must be notified in accordance with the sickness reporting procedures laid down in this Company Handbook. If you arrive for work more than one hour late without having previously notified us, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the day without pay. Lateness or absence may result in disciplinary action and/or loss of appropriate payment. Timekeeping For Management and Office Staff: If attending a meeting on behalf of the Company please ensure you arrive at least five minutes before the meeting is due to begin. For Dancers and Apprentices: All dancers are expected to arrive early enough for rehearsals and performances to conduct their own personal warm-up before scheduled Company class or rehearsals begin. Failure to turn up for rehearsal or class without notice may result in immediate termination of their contract. Artists must inform their manager if they leave the rehearsal premises during working hours. This will enable Smallpetitklein to ensure that artists can be located in the event of an emergency. All dancers are expected to attend all Company classes and fitness sessions. For Learning & Development Tutors: If tutors are unable to attend a Learning & Development event such as dance clubs, workshops etc then they must inform the Learning & Development Manager as soon as possible (at least one week in advance). They should discuss cover options with the Learning & Development Manager where you will be told if you should find a suitable cover tutor. You should not simply arrange a cover tutor unless explicitly agreed with the Learning & Development Manager. Failure to do so may result in immediate termination of your contract and the cover tutor will not be paid. Tutors are expected to attend work punctually at the hours defined in their contract of employment. Tutors must inform the Learning & Development Manager/or the relevant person at workshop venues if they leave rehearsal/workshop premises during working hours. This will enable Smallpetitklein/workshop venues to ensure that artists/employees can be located in the event of an emergency. Time off to deal with emergencies You may be entitled to take a reasonable amount of unpaid time off during working hours to take action which is necessary to provide help to your dependants, for example, if a dependant falls ill or is injured, if care arrangements break down, or to arrange or attend a dependant's funeral. Should this be necessary, you should discuss your situation with your line manager who, if appropriate, will agree the necessary time off. Client Fees You must not accept directly or indirectly any payment with regard to fees from clients with any actual or prospective business relationship with Smallpetitklein. All fees from Clients must be made directly to Smallpetitklein.

Uniform and Appearance You are expected to maintain a high standard of personal hygiene, appearance and dress appropriate to your job responsibilities. Office and Management Staff: All staff are required to dress in a smart manner when representing the Company at meetings and on office days. Company Dancers and Apprentice Dancers: Dancers are required to wear warm dance clothing for classes and rehearsal. Dancers are encouraged to bring socks, kneepads, tracksuits and layers to keep warm during rehearsals. There is no requirement to wear ballet shoes for ballet classes. When teaching workshops, dancers should wear their Smallpetitklein branded T-shirt with tracksuit/jogging/exercise trousers. Please do not wear T-shirts or clothing that advertises other dance companies. Learning & Development Team/Workshop Leaders: Workshop Leaders should wear their Smallpetitklein branded T-Shirt with tracksuit/jogging/exercise trousers during all sessions taught for the Company. Do not wear T-shirts advertising other companies. Do not wear baseball caps or hats whilst teaching. Do not wear revealing outfits that may be considered inappropriate. Wastage We maintain a policy of ‘minimum waste’, which is essential to the cost-effective and efficient running of all our operations. You are able to promote this policy by taking extra care during your normal duties by avoiding unnecessary or extravagant use of services, time, energy, etc. The following points are illustrations of this:

• Handle machines, equipment and stock with care. • Only use Company stationary when needed. • Ask for other work if your job has come to a standstill. • Start with minimum of delay after arriving for work and after breaks.

The following provision is an express written term of your contract of employment/engagement:

• Any damage to equipment, stock or property that is the result of your carelessness, negligence, or deliberate vandalism will render you liable to pay the full or part of the cost of repair or replacement.

• Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse to us the full or part of the cost of the loss.

• In the event of failure to pay, we have the contractual right to deduct such costs from your pay.

Housekeeping Both from the point of view of safety and of appearance, work areas must be kept clean and tidy at all times. It your responsibility to clear up after yourself, this includes working in studios as well as at your desk. Please ensure personal mobile telephones are set to silent or vibrate mode for the sake of colleagues nearby.

EXCLUSIVITY OF SERVICE Requests from a member of staff to undertake external work

Introduction When a member of staff is considering undertaking external work they need to ensure that they are doing so within the terms of their contract of employment. This will protect both the staff and the Company. This document outlines how the Company deals with exclusivity of service and the process a member of staff should follow with regard to declaring external work. The contract of employment deals with exclusivity of service and the relevant section is reproduced below, with clarifications where appropriate to reflect the specific position at this Company.

Exclusivity of Service in the Contract of Employment Before you enter into an obligation to undertake any external work, including consultancy, you must inform the Company. Smallpetitklein will then decide (within 5 working days or whatever time period may be agreed as being reasonable in all the circumstances) if that work:

1. Interferes with the performance of your professional responsibilities 2. Competes or conflicts with the interests of the Company, in which case the Company may, at

its sole discretion, require you not to undertake the work; such a requirement will not be made unreasonably, will be subject to full consultation with yourself, and if made, will be accompanied by full written reasons for it.

3. Can be undertaken as part of your post at Smallpetitklein. Where it is intended to use the facilities of Smallpetitklein in connection with external work, prior approval is required in accordance with the procedures laid down.

Notes for Guidance The contract of employment states that; “before you enter into an obligation to undertake any external work, including consultancy, you must inform the Company.” To “inform” the Company you must follow the process and guidance notes below in order to obtain the Company’s permission to undertake the work.

• The normal routes for undertaking external work are through Smallpetitklein Dance Company Limited (the Company trading Company) as an income generating activity.

• Where a member of staff is undertaking external work through Smallpetitklein Dance Company Limited as an income generating activity they must follow the agreed processes for doing this. Copies of those processes and a range of support services are available from your Line Manager.

• If you wish to undertake external work via a route other than through Smallpetitklein Dance Company Limited as an income generating activity you should firstly complete the attached form and discuss it with the Artistic Director.

• For the purpose of determining an application under these exclusivity guidance notes 'the Company’ shall normally be the Artistic Director, Line Manager and/or Chair of the Board.

• These guidelines also apply to “professional activities for fees where the time commitment is minor.” The Company considers activities up to 1 hour in duration as being “minor”. However, the Company recommends that you still follow these guidance notes for any proposed work you consider to be covered under this category in order to protect yourself.

• The Artistic Director in consultation with your Line Manager will decide whether the proposed work interferes with the performance of your professional duties.

• The Artistic Director will then decide whether the proposed work competes or conflicts with the interests of the Company. Activities, which may bring the Company into disrepute, will not be permitted. The definition of 'disrepute' is at the sole discretion of the Company.

• A copy of the Company’s decision will be sent to you and copied to your Line Manager, and we will monitor the application of this clause of your contract to ensure equitable treatment for all staff.

• It is envisaged that this process will take 5 working days (or whatever time period may be agreed as being reasonable in all the circumstances) from when you discuss it with the Company.

• If you are dissatisfied with the decision of the Company at this stage, you have the right to appeal to the Chair of the Board. If you are still dissatisfied following the outcome of this appeal, you may initiate a grievance in accordance with the Company's grievance procedure. Copies of this procedure are available in this Company Handbook.

Becoming a Company Director of external Company If you wish to become a director of a company or external organisation you must also follow this process. This would normally be welcomed. Establishing a New Company If you wish to set-up or be involved with a new company/entity during your contract with us, you must also follow this process. Recognition of Existing Activities The Company will agree to the honouring of existing commitments by staff newly joining the Company, subject to:

1. The declaration of such commitments in accordance with this procedure, prior to accepting an offer of appointment.

2. That such commitments, by their continuation, are neither prejudicial to the reputation and integrity of the Company, nor to its' Corporate aims and objectives. Such a decision is at the discretion of the Company.

3. Such commitments not interfering with the duties by the employee to this Company.

Fractional Appointments The Company recognises that staff engaged on fractional appointments may have other business or professional interests, but staff must be aware of the implied duty of fidelity to the Company as their employer. Fractional appointment staff must not engage in any other work which may be either in direct competition with the Company, or contrary to its objectives, or which is likely to bring the Company into disrepute. Work Undertaken for Competitor Institutions/Organisations. Any proposal for a member of staff to undertake teaching/ learning/ consulting work for either Dundee College or any other provider of:

• Higher or Further Education, including providers of professional training leading to the examinations for membership of professional or other bodies.

• Open or distance learning materials. • Industrial / commercial training in the public or private sector.

must be agreed in writing, under these procedures, in advance of any commitment being made.

Failure to Comply with Exclusivity of Service Requirements Alleged breaches of these guidelines will be investigated under the auspices of the disciplinary procedures and could result in disciplinary action being taken.

GENERAL TERMS OF EMPLOYMENT, INFORMATION AND PROCEDURES Mail All mail received by us will be opened, including that addressed to employees. Private mail therefore, should not normally be sent to our business address. This allows us to carry out our day-to-day duties and ensure all Company correspondence is received. No private mail may be posted at our expense except in those cases where a formal re-charge arrangement has been made. Telephone Calls/Mobile Phones Since mobile phones can be a distraction and interfere with employee productivity, during working hours you should restrict personal (non work related) use of this device, including phone class, text messaging, internet usage and use of social networking applications. Personal mobile phones for personal use should only be used during scheduled breaks or lunch periods. Mobile phones must be switched to silent mode when in the work place. To ensure the effectiveness of meetings, you must leave mobile phones at your desk. On the unusual occasion of an emergency or anticipated emergency that requires immediate attention, the mobile phone may be carried to the meeting on silent/vibrate mode. Smallpetitklein has a company mobile phone to make and receive calls and as part of this service, we monitor all usage of the Company line. Failure to comply with these conditions may result in disciplinary procedures; such actions could lead to dismissal. Time Off Circumstances may arise where you need time off for medical/dental appointments, or for other reasons. Where possible, such appointments should be made outside normal working hours. If this is not possible, time off required for these purposes may be granted at the discretion of the Artistic Director and will either be without pay or with expectation that you will make up the hours. Bereavement Leave Individuals’ reactions to bereavement vary greatly and the setting of fixed rules for time off is therefore inappropriate. You should discuss your circumstances with your Line Manager and agree appropriate time off. Any payments made at this time are at the discretion of the Artistic Director. Payment will only be made on the death of a close relative and will not exceed three days paid leave. Employees Property We do not accept liability for any loss of, or damage to, property or personal items that you bring onto the premises. You are requested not to bring personal items of value onto the premises and, in particular, not to leave any items overnight. Business Expenses You will be reimbursed for any fair and reasonable expenses that are incurred while conducting business on behalf of Smallpetitklein. Such reimbursement must be agreed with your Line Manager in advance. Smallpetitklein will make reimbursement upon submission of an expense report approved by your Line Manager. Abuse of this right to claim expenses are considered to be gross misconduct, which may result in dismissal. Travel expenses to workshops, dance clubs and rehearsals etc, whilst in Greater London (Zones 1 to 5) or when based in Dundee and St Andrews, are NOT paid unless prior agreement has been made with your line manager. You must provide receipts for any expenditure. Expenses will be reimbursed within 28 days of receipt of an approved expense report. Return of Company items and property You agree that you shall, whenever requested by Smallpetitklein, and in any event on the termination of your employment, promptly return to Smallpetitklein all property and items belonging to Smallpetitklein in your possession, custody or control. You acknowledge and agree that, on termination of your employment, you shall not be entitled to retain and shall not retain any property. Intellectual Property Smallpetitklein foresees that, during the course of your employment, you may create, originate, conceive, discover, design, develop and/or make works in or relating to which there may be

intellectual property rights. Subject to the provisions of the Patents Act 1977, all intellectual property rights in or relating to all or any works made during the course of your employment shall belong to and is the absolute property of Smallpetitklein.

Gifts and hospitality You are required to inform your Line Manager if you are offered and/or receive any gifts or hospitality in connection with your work for Smallpetitklein. We reserve the right to require you to refuse such gifts or hospitality and/or return them.

DISMISSAL AND DISCIPLINARY RULES AND PROCEDURE Smallpetitklein’s aim is to encourage improvement in individual performance and conduct. Employees are required to treat members of the public and other employees equally in accordance with the Equality & Diversity Policy. This Procedure sets out the action that will be taken when disciplinary rules are breached. (i) Principles:

(a) The list of rules should not to be regarded as an exhaustive list. (b) The Procedure is designed to establish the facts quickly and to deal consistently with

disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated.

(c) At every stage employees will have the opportunity to state their case and have a right to be accompanied by a fellow employee of their choice at the hearings.

(d) When Smallpetitklein is contemplating dismissal for disciplinary or non-disciplinary grounds, statutory dispute resolution procedures will be adopted. Where the Employer is contemplating taking disciplinary action (other than a warning) statutory dispute resolution procedures will also be adopted.

(e) Only the Artistic Director, Rehearsal Director or a member of the Board of Directors has the right to suspend or dismiss.

(f) An employee has the right to appeal against any disciplinary decision. (ii) The Rules:

Breaches of the Employer’s disciplinary rules that can lead to disciplinary action are: • Failure to observe a reasonable order or instruction; • Failure to observe a health and safety requirement; • Inadequate timekeeping; • Absence from work without proper cause (including taking sick leave dishonestly); • Theft or removal of the Employer’s property (including money); • Loss, damage to or misuse of the Employer’s property through negligence or carelessness; • Conduct detrimental to the interests of the Employer; • Incapacity for work due to being under the influence of alcohol or illegal drugs; • Physical assault or gross insubordination; • Committing an act outside work or being convicted for a criminal offence which is liable

adversely to affect the performance of the contract of employment and/or the relationship between the employee and the Employer;

• Failure to comply with the Employer’s Equality & Diversity Policy; • Threatening or abusive behaviour to another member of staff or member of the public.

(iii) The Procedure: (a) Oral warning

If conduct or performance is unsatisfactory, the employee will be given a formal oral warning, which will be recorded. The warning will be disregarded after six months’ satisfactory service.

(b) Written warning If the offence is serious, if there is no improvement in standards, or if a further offence occurs, a written warning will be given which will include the reason for the warning and a note that, if there is no improvement after 12 months, a final written warning will be given.

(c) Final written warning If conduct or performance is still unsatisfactory, or if a further serious offence occurs within the 12-month period, a final written warning will be given making it clear that any recurrence of the offence or other serious misconduct within a period of 12 months will result in dismissal.

(d) Dismissal If there is no satisfactory improvement or if further serious misconduct occurs, the employee will be dismissed.

(e) Gross misconduct If, after investigation, it is confirmed that an employee has committed an offence of the following nature (the list is not exhaustive), the normal consequence will be dismissal without pay or pay in lieu of notice:

Theft of or damage to the Employer’s property. Theft. Incapacity for work due to being under the influence of alcohol or illegal

drugs. Physical assault and gross insubordination. Discrimination or harassment contrary to the Employer’s

(f) Appeals

An employee who wishes to appeal against any disciplinary decision must do so to the Artistic Director within two working days. The employer will hear the appeal and decide the case as impartially as possible.

GRIEVANCE PROCEDURE The following Procedure shall be applied to settle all disputes or grievances concerning an employee or employees of the Employer (but excluding those relating to redundancy selection). (i) Principles:

(a) It is the intention of both parties that employees should be encouraged to have direct contact with management to resolve their problems.

(b) The Procedure for resolution of grievances and avoidance of disputes is available if the parties are unable to agree a solution to a problem.

(c) Should a matter be referred to this Procedure for resolution, both parties should accept that it should be progressed as speedily as possible, with a joint commitment that every effort will be made to ensure that such a reference takes no longer than seven working days to complete.

(d) Pending resolution of the grievance, the same conditions prior to its notification shall continue to apply, except in those circumstances where such a continuation would have damaging effects upon the Employer’s business.

(e) It is agreed between the parties that where the grievance is of a collective nature, i.e. affecting more than one employee, it shall be referred initially to (b) of the Procedure.

(f) If the employee’s immediate supervisor/manager is the subject of the grievance and for this reason the employee does not wish the grievance to be heard by him, it shall be referred initially to (b) of the Procedure.

(ii) The Procedure:

(a) Where an employee has a grievance, he shall raise the matter with his immediate line manager. If the grievance concerns the performance of a duty by the Employer in relation to an employee, the employee shall have a right to be accompanied by a fellow worker if he makes a request to be so accompanied.

(b) If the matter has not been resolved at (a), it shall be referred to a more senior manager or director and the fellow employee, if requested, shall be present. A statement summarising the main details of the grievance and the reasons for the failure to agree must be prepared and signed by both parties.

(c) In the event of a failure to agree, the parties will consider whether conciliation or arbitration is appropriate. The Employer may refer the dispute to the Advisory Conciliation and Arbitration Service, whose findings may, by mutual prior agreement, be binding on both parties.

APPENDIX I DATA PROTECTION CONSENT FORM I hereby consent to information relating to me being processed by the Employer in order that it may properly carry out its duties, rights and obligations as my employer. I understand that such processing will principally be for personnel, administrative and payroll purposes. I understand that information about me shall include information of a sensitive personal nature including information concerning:

• My racial or ethnic origin • My personnel information • Any commission or alleged commission by me of any offence, or any proceedings for

any offence committed or alleged to have been committed by me, the disposal of such proceedings or the sentence of any court in such proceedings.

I also understand that the term ‘processing’ includes the obtaining, recording or holding of information or data or carrying out any operation or set of operations on the information or data, including organising, altering, retrieving, consulting, using, disclosing, combining or destroying the information or data. I confirm that I have read and understood this explanation of the processing of data relating to me by the Employer and that I consent to the processing of such data. _______________________________________________ _________________ Signed Date _______________________________________________ Print Name

APPENDIX 2 SICKNESS SELF-CERTIFICATION ABSENCE FORM

This form should be completed on your return to work following any period of sickness.

If you are returning to work after a period of sickness of more than 7 calendar days a medical certificate or certificates should already have been provided to cover the period of absence in excess of these first seven days.

EMPLOYEE NAME: ______________________________________________________

Dates of sickness (Including non-working days)

FROM _____________________________ am/pm _____________________________ day _____________________________ date

TO _____________________________ am/pm _____________________________ day _____________________________ date

Dates Of Absence

FROM _____________________________ am/pm _____________________________ day _____________________________ date

TO _____________________________ am/pm _____________________________ day _____________________________ date

Details of sickness or injury:

Did you consult a doctor? YES/NO IF YES, please give details of: Doctors name, address, date of visit, treatment received and any current treatment. IF NO, please state why not.

Declaration I certify that I was incapable of work because of my sickness/injury on the dates shown above and this information is true and accurate. I acknowledge that false information will result in disciplinary action. I hereby give my employer permission to verify the above information Signed _______________________________________ Acknowledged ____________________________________ (Employee) (For employer) Date ________________________________________

APPENDIX 3 HOLIDAY REQUEST FORM EMPLOYEE NAME: ___________________________________________________________ ENTITLEMENT IN CURRENT YEAR: ____________ DAYS

FOR COMPLETION BY EMPLOYEE

FOR MANAGEMENT USE ONLY

IF APPROVED DATES FROM - TO NUMBER OF DAYS

EMPLOYEE SIGNATURE HOLIDAY APPROVED

HOLIDAY REFUSED

DAYS TAKEN

DAYS STILL DUE

AUTHORISING SIGNATURE

APPENDIX 4

REQUEST TO UNDERTAKE EXTERNAL WORK FORM

Part A - to be completed by Member of Staff

Employee Name: _____________________________________________________________ Position: __________________________________________________________

Dates of proposed work: ______________________________________________________

Description of external work opportunity (please attach any relevant additional information):

I formally request the Company's consent to my undertaking the external work described above:

Signed: ___________________________________________________________________ Date: _________________________________

Print Name: ______________________________________________________________

Part B - To be completed by Artistic Director or Line Manager

1. This work does/does not (delete as appropriate) compete or conflict with the interests of the Company.

2. This work does/does not (delete as appropriate) interfere with the performance of the member of staff‘s professional duties.

If this work does compete, conflict or interferes with the performance of the member of staff’s professional duties, Smallpetitklein does not give you consent to undertake the work. The reasons why are:

If this work does not compete or conflict with the interests of the Company, and does not interfere with the performance of the member of staff’s professional duties, Smallpetitklein grants its permission for you to undertake the activity subject to the following conditions:

Signed: ___________________________________________________________________ Date: _________________________________

Position: __________________________________________________________________

Management use only: � APPROVED

��REFUSED

DECLARATION This Company Handbook has been prepared for your information and understanding of the policies, philosophies and practices and benefits of Smallpetitklein. Please read it carefully. Upon completion of your review of this handbook, sign the statement below, and return it to your Line Manager by the due date.

I, ____________________, have received and read a copy of the Smallpetitklein Company Handbook, which outlines the goals, policies, benefits and expectations of Smallpetitklein, as well as my responsibilities as an employee.

I have familiarized myself with the contents of this handbook. By my signature below, I acknowledge, understand, accept and agree to comply with the information contained in the Company Handbook provided to me by Smallpetitklein. I understand this handbook is not intended to cover every situation that may arise during my employment, but is simply a general guide to the goals, policies, practices, benefits and expectations of Smallpetitklein.

I confirm that I have read and understand this Company Handbook and accept that it forms part of my terms and conditions of employment. _______________________________________________ _________________ Signed Date _______________________________________________ Print Name Please return this statement by _______________________________________