EmployEE HandbookFebruary 2011

THis EmployEE Handbook conTains:

Conditions of Employment, which together with your »letter of appointment, and any subsequent written amendments, forms the basis of your contract of employment with the Company.General Company Rules which are applicable to you »and which are not contractual in nature.

The Employee Handbook and your letter of appointment constitute your written statement of terms and conditions of employment and are issued in accordance with the requirements of the Employment Protection (Consolidation) Act 1978.

From time to time, changes to these conditions and rules may be necessary and you will be notified of subsequent amendments, additions and deletions in writing.

conTEnTs

Salary

Hours of Work

Holiday Entitlement and Payments

Sickness, Absence and Sick Pay

Maternity, Paternity and Adoption/Fostering Pay

Bereavement Leave and Jury Duty

Paydays, Admin Corrections, Pay Deductions

Safety and Visitors in the Workplace

Notice of Termination

Disclosure of Interests

Restrictive Covenants

Confidentiality

Conflicts of Interest

General Company Rules

Grievance Procedure

Disciplinary Procedure

Health and Safety

Company Property

Equal Opportunities Policy

Personal Property

Personnel Records

Private Telephone Usage

Redundancy

Right of Search

Sexual and Racial Harassment

Smoking Policy

Use of Computers

Effective Date

You are notified of your initial basic salary in your letter of appointment. Thereafter any amend will be confirmed in writing.

Basic salary is paid monthly in arrears direct into your bank account or building society. It is therefore necessary for a new employee to provide details of the account to which the salary should be credited.

If you are eligible to participate in any commission or incentive scheme as from time to time determined by the Company, payment will be made in accordance with the conditions of that scheme.

Currently it is the Company’s practice to review basic salaries once in each year, although the Company is under no obligation to award an increase at such a review.

The Company is required by law to make certain deductions from your basic salary and other earnings. When you join the Company, you are required to produce an Income Tax Form P45. In the absence of this form, you will be subject to income tax deductions under emergency code and any adjustment will be made following receipt of this form or instruction from the Inland Revenue.

salary

Hours of Work

All full-time employees will be contracted to work based on a 37.5 hour week. The Company generally operates between 9.00 am and 5.30 pm Monday to Friday. Details of your current normal hours of work are given in your letter of appointment or any subsequent written amendment, but the Company has the right to require you to remain away from work on full pay for such period and on such conditions as the Company may specify.

The Company reserves the right to change your hours of work at reasonable notice.

You will be allowed an unpaid lunch break each day of one hour’s duration at times agreed with your immediate

manager. Such break times may vary from day to day in order to ensure adequate coverage of critical service related activities and your maximum co-operation in this respect would be much appreciated.

The Working Time Regulations 1998 require employers to take all reasonable steps to ensure that employees do not exceed an average of 48 hours or weekly working hours, including work for other companies, unless the employee agrees in writing that they are willing to do so. If you work for another company, you are required to notify the Company immediately on joining the Company or when you start working for another company of the hours worked in addition to those worked for the Company.

Holiday EnTiTlEmEnT and paymEnTs

Payment made for the following statutory Public and Bank Holidays will be made at basic rates of pay:

New Year’s Day »Spring Bank Holiday »Good Friday »Late Summer Holiday »Easter Monday »Christmas Day »May Day »Boxing Day »

This will also apply to other days determined by the Government as special Public Holidays.

sTaTuTory Holidays

annual Holidays

The holiday year runs from 1st January to 31st December.

The basic annual entitlement is 21working days. On joining the Company, new employees will be entitled to 1/12th of the basic annual entitlement for each complete month of service between the date of joining and 31st December rounded up to the nearest half day.

In addition to the basic annual entitlement, extra holiday will be awarded in accordance with length of service as a permanent employee, so that the total holiday entitlement will be as follows:After 3 years’ service 23 working daysAfter 5 years’ service 25 working days After 10 years’ service 28 working days

The extra holiday entitlement will become due in the holiday year in which the anniversary occurs.

No holiday entitlement may be carried over from one holiday year to the next without the prior written permission from the Directors. Thus, accrued holiday entitlement not taken in the holiday year will be forfeited.

All holiday dates must be approved in writing in advance by your immediate manager. You must give as much notice as possible of your wish to take holidays at any particular time. Normally at least 15 days advance notice is expected.

You are not entitled to pay in lieu of holidays accrued but not taken, except as in paragraph (h) below.

On leaving the Company, you will receive payment for holiday entitlement accrued to the date of leaving but not taken as holiday leave. Entitlement in the year in which termination occurs is calculated as 1/12th of the annual holiday entitlement in respect of each complete month worked in that year until the date of termination rounded up to the nearest half day. If the holidays taken exceed the entitlement on leaving, an appropriate deduction will be mate from the final salary paid.

Holiday entitlement will cease to accrue after a period of six weeks absence work for any reason. It then recommences from the date of return to work provided that at least one complete month without any absence is worked.

sicknEss, absEncE and sick pay

If you are absent from work for any reason, you are required to telephone your manager, as early as possible on the first day of absence. You should telephone before 9.30 am advising the reason of your absence and indicating if possible your expected date of return, if not determined then a call daily is required before 9.30am.

A Company self-certification form ‘Statement of Absence from Work’ must be completed immediately on return to work and countersigned by your manager. If you are absent for seven consecutive days or more, a Doctor’s Certificate must be produced to certificate the illness. Failure to provide certifications of absence could lead to delay or loss of Company or Statutory Sick Pay Entitlement.

Other than Statutory Sick Pay, you are not entitled to receive, and the Company is not liable to make, any payment for any period during which you are absent from work.

The Company will make payments of sick pay, this is only payable after completing your 26 week probationary period and is outlined below.

0-12 weeks @ 100% of employees annual salary13-26 weeks @ 50% of employees annual salary27 + @ SSP rate

To ensure effective management of sickness and absence Codeweavers will use the absence management system

called the Bradford Factor calculation. The Bradford factor is a calculation of the number of spells by the number of days and employee takes in a 52 week period which is rolling. An employee will accrue a total amount of points anything exceeding 150 points will result in further discussions with the employees line manager which can also lead to disciplinary action.

The Bradford Factor is calculated as follows: B = S2 x D Where:

B is the Bradford Factor score »S is the total number of spells (instances) »of absence of an individual over a set periodD is the total number of days of absence »of that individual over the same set period

The ‘set period’ is typically set as a rolling 52 week period.

For example:01 instance of absence with a duration of ten days »(1 x 1 x 10) = 10 points03 instances of absence; one of one, one of three and »one of six days (3 x 3 x 10) = 90 points05 instances of absence; each of two days »(5 x 5 x 10) = 250 points10 instances of absence; each of one day »(10 x 10 x 10) = 1000 points

maTErniTy/paTErniTy lEavEadopTion/fosTEring lEavE

maTErniTy lEavE Statutory Maternity Leave is a period of 52 weeks, this is optional and employees are not obliged to take advantage of the full allowance if they wish to return to work before this is encouraged.

In order to claim maternity allowance from Codeweavers Ltd you need to be employed by the company for 26 weeks before the 15th week before the baby is due.

If you do not qualify for maternity pay with Codeweavers then we will issue you with a SMP1 and if the employee does not qualify for this then they can claim a maternity allowance benefit through the government.

If qualifying you will have the option to receive:90 % pay for a period of 26 weeks, followed by Statutory Maternity Pay for 13 weeks. The remaining 12 weeks of the maternity leave is unpaid as this optional.

paTErniTy lEavEStatutory Paternity leave is two weeks which can be taken within the 1st year of the child’s life. The two weeks can be taken together or split as long as this is 1 week + 1 week.

Paternity leave is 100% pay for both of the weeks taken and again is optional.

adopTion/fosTEring lEavEFor additional information around these types of leave if you require it, please contact your Line Manager.

Employees who wish to take time off due to the death of an immediate family member should notify their line manager immediately.

Regular full-time employees:Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their line managers’ approval, use any available paid leave for additional time off as necessary.

Codeweavers Ltd defines “immediate family” as the employee’s spouse, parent, child, or sibling.

For immediate family as defined above 2 weeks bereavement leave will be granted, for non-immediate family one day of bereavement leave will be granted.

bErEavEmEnT lEavE

Jury duTy

Codeweavers Ltd encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees may request paid jury duty leave for the length of absence.

Employees must show the jury duty summons to their line manager as soon as possible so that the line manager may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

Either Codeweavers Ltd or the employee may request an excuse from jury duty if, in Codeweavers Ltd judgment, the employee’s absence would create serious operational difficulties.

paydaysadminisTraTivE pay corrEcTionspay dEducTions

paydaysAll employees are paid monthly on the last Friday of the month. Each pay will include earnings for all work performed through the end of the previous payroll period.Salaries will be paid directly via BACS into a UK Bank Account / Building Society Account.

adminisTraTivE pay corrEcTionsCodeweavers Ltd takes all reasonable steps to ensure that employees receive the correct amount of pay in each pay check and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of their line manager so that corrections can be made as quickly as possible.

pay dEducTions The law requires that Codeweavers Ltd to make certain deductions from every employee’s salary. Among these are National Insurance contributions and Income Tax.

safETy

To provide for the safety and security of employees and the facilities at Codeweavers Ltd, only authorised visitors are allowed in the workplace. Restricting unauthorised visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances. All visitors should enter Codeweavers Ltd at the main entrance. Authorised visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorised individual is observed on Codeweavers Ltd premises, employees should immediately notify their line manager or, if necessary, direct the individual to the main entrance.

To assist in providing a safe and healthful work environment for employees, customers, and visitors, Codeweavers Ltd has established a workplace health and safety program. This program is a top priority for Codeweavers Ltd. The board of management has responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all.

visiTors in THE WorkplacE

noTicE of TErminaTion

Except where longer periods of notice are agreed in writing in any individual case, or where it is mutually agreement to vary the notice period, the minimum period of notice to be given and received by the Company is as follows:

Continuous Service Period of NoticeLess than 6 months 1 weekAt least 6 months but less than 5 years 1 calendar monthAt least 5 years but less than 12 years 1 week for each such year12 years and above 12 weeks

If the Company wishes to terminate your contract of employment, you will receive the notice period stated above or stated in your letter of appointment or any subsequent written amendment or the statutory minimum, whichever is the greater, save that the Company shall have the right to discuss you by summary notice in cases of gross misconduct.

If you wish to terminate your employment contract, you will be required to give the notice period stated above or stated in your letter of appointment or any subsequent written amendment, whichever is the greater.

Your employment contract will be deemed to have terminated at the end of the month in which you reach the Company’s normal retirement age unless it has been agreed in writing that you will continue to be employed by the Company beyond that date.

You may be required to take any outstanding holiday entitlement during your notice period.

When leaving the Company, for whatever reason, the Company reserves the right to deduct from any sums owing to you any sums that you owe the Company, including any loans made by you.

During your hours of work, your whole time, attention and skill must be devoted to the company and the duties of your position. You must not under any circumstances while in the employment of the Company, whether directly or indirectly, undertake any other duties or business activities without the Company’s express consent in writing, save through your holding or being interested in quoted investments not representing more than 5% of the issued securities of any class of any one company.

In the event of a conflict of interest, the Company will ask you to terminate any other business relationship immediately and will not give its written consent to the continuation of that relationship. The Company regards any employment relationship with any company or organisation, which does business with the Company, as a conflict of interest.

Failure to comply with this policy may result in termination forthwith of your employment contract.If the Company becomes involved in any negotiations or transactions in which you or members of your immediate family have any interest (other than a minority stock ownership of public companies acquired prior to the time such negotiations or transactions were instituted), the even of such interest should immediately be disclosed to your manage in writing.

disclosurE of inTErEsTs

rEsTricTivE covEnanTs

If you shall cease to be employed by the Company for any reason, you must not:

(In the event of your carrying on a business or being »employed or otherwise involved with any person firm or company carrying on a business competitive with the Company’s) for the period of six months commencing on the date you cease to be employed by the Company, solicit, interfere with or entice away or endeavour to entice away from the Company, any person, firm or Company who at the date you cease to be employed were customers or clients of the Company or on the habit of dealing with the Company; or

for a period of six months commencing on the date you »cease to be employed by the Company, on your own behalf or on behalf of any person, firm or company, directly or indirectly endeavour to entice away from the Company any employee who was an employee of the Company at any time

You will not during or after the termination of your employment with the Company, use or disclose to any person, firm or company, any information concerning the business or finance of the Company or any of its subsidiaries or any dealings, transactions or affairs which have or may come to your knowledge during the course of your employment with the Company.

All matters concerning the Company’s customers, clients and suppliers are highly confidential. In this context, supplier has the same meaning as is ascribed to is under Conflicts of Interest” below. You must not at any time whether during or after your employment has terminated divulge or communicate directly or indirectly to any person or persons other than employees of the Company whose responsibility it is to know the same, nor use for your own purposes, or for any purposes other than those of the Company, any information about the Company’s customers, clients and suppliers (including their names),

or any secrets or confidential information which you might receive or obtain in relation to the business or affairs of the Company’s customers, clients and suppliers.

The same measure of confidentiality applied to customer, client and supplier matters also applies in relation to the confidential affairs of the Company, including all copyrights, know-how, confidential information and other industrial and intellectual property of the Company of which you may become aware during the course of your employment and which are not in the public domain or readily ascertainable by public enquiry.

On termination of your employment for any reason, or at any time on written request of the Company, you shall give to the Company all written or otherwise recorded documents, data, records and communications and all copies or duplicates thereof containing confidential information which you possess or are under your control.

confidEnTialiTy

In this context, “conflicts of interest” means any activity, practice or act which conflicts or may conflict with the interest of the Company, or its employees, customers or suppliers, and “supplier” means anyone supplying goods, supplies, equipment or services to the Company.

The highest standards of business ethics and undivided loyalty to the Company requires that you conduct yourself and your affairs in a manner that will avoid any conflict of interest or potential conflict of interest.

You and members of your immediate families, shall not request or accept gifts, gift certificates, trips, admissions

to events, discounts, cash or other gratuities of any nature from any supplier, unless prior approval has been received from a Director of the Company. The Company considers that there is a conflict of interest or potential conflict of interest where such items become more than nominal and casual business activities.

No employee is permitted to undertake any business with the Company for their own account.

Failure to comply with this policy may result in termination forthwith of your employment contract.

conflicTs of inTErEsT

gEnEral company rulEsgriEvancE procEdurE

gEnEral company rulEs

All employees are required to comply at all times with any Company rules and regulations as displayed on Company notice boards or otherwise communicated to employees and as from time to time amended.

griEvancE procEdurEAll employees have the right to seek redress for grievances relating to their employment. A grievance should be raised, in the first instance, either verbally or in writing with your immediate supervisor or manager.

If within five working days you do not consider you have received satisfactory answer, you may raise your grievance in writing at each successive level of the management structure, provided no level is omitted and provided five working days are given for a satisfactory answer at each stage. Before referring the case to further levels the written outcome of each stage of the procedure should accompany the request for discussion.

The ultimate authority is the appropriate Director of the Company who may deal with the case himself or nominate another Director or senior manager to deal with the case on his behalf.

disciplinary procEdurE

The following disciplinary procedure, applicable to all permanent employees, is set out in order to deal fairly with matters of discipline. The aim of disciplinary action is primarily to improve conduct or performance of the employee being disciplined. Whereas it is the basic responsibility of management to counsel employees about their conduct or performance, every employee will be given the opportunity to state his case and also the right to appeal against disciplinary action.

Normally when your conduct or performance is in question, your supervisor or manager will investigate the facts and discuss them with you. In most instances, decisions regarding disciplinary action will not be made until this has occurred.

Generally no employee will be dismissed without receiving warnings in accordance with the disciplinary procedure as outlined therein.

misconducT

Matters which may ultimately lead to dismissal include but are not limited to:

Failure to meet required work standards or targets »Failure to comply with Company rules, policies and »proceduresUnsatisfactory time keeping and absenteeism, including »any absence from work during the normal working day without prior permission or instruction but excluding absence due to sickness or injury certified to the

satisfaction of the CompanyInsubordination including insolence or refusal to carry »out reasonable instructions given by superiorsBreach of health and safety regulations (including »smoking in areas which may be designated as no-smoking areas

Discourtesy to clients »Engaging in personal work during normal working »hours including repeated or excessive unauthorised use of the Company’s telephone for private calls either incoming or outgoingNegligent or careless driving which results in damage »

to any Company vehicleAny case of gross or serious misconduct where the »Company decides that summary dismissal is not appropriateBeing under the influence of alcohol or drugs whilst »representing the company

gross misconducT

In case of gross or serious misconduct, the employee will be subject to summary dismissal, unless it is considered by the Company that there are mitigating circumstances. Examples of gross or serious misconduct include but are not limited to:

Theft, attempted theft or unauthorised possession of »any property of the Company or of any property of an employee, customer, supplier, sub contractor or visitor or the CompanyPhysical violence, fighting or assault, actual or »threatened, or inciting others to commit physical violence, fight or assaultMalicious damage to the property of the Company or »to the property of an employee, customer, supplier, sub contractor or visitor of the CompanyUnauthorised use of the equipment of the Company »Breach of the express or implied obligations of »confidentiality contained in the contract of employment or involvement without authority in any other business activityRefusal to carry out duties or reasonable instructions »Serious incapability through alcohol or being under the »influence of illegal drugsSerious acts of insubordination »

Falsifications of any document (including without »limitation expense claims or self certification forms), computer records or disclosing confidential passwordsThe commission of any criminal offence either at work »or outside working hoursFailure to comply with the principles of the Data »Protection Act 1984, with the Consumer Credit Act 1974 and with the Money Laundering Regulations 1993 or any other statute or regulation regulating the affairs of the CompanyCommitting an act of gross negligence »Any breach of the Company’s procedures regarding the »handling of finance agreementsUnauthorised acceptance of gifts, whether financial or »any other benefit from a customer or supplier

Only a Director of the Company or a senior manager with the specific authority of a Director may give notice of summary dismissal.If should be noted that the above list is not exhaustive and that offences of a similar gravity will result in instant dismissal.

disciplinary HEarings

If a disciplinary hearing is required you will be informed, in writing, giving at least 48 hours notice of where and when this will take place. You will be entitled, if you wish, to be accompanied by a fellow employee. Witnesses other than Company employees may not attend the hearing, although they can make written submissions.

During the disciplinary hearing you will be given the opportunity to state your case. All the information will be considered before deciding what disciplinary action, if any, is required. Normally a decision will be made after the hearing. If the outcome is a first or final written warning or dismissal, you will receive written confirmation stating the reasons for the disciplinary action, the outcome, an action plan for improvement, if appropriate, and information concerning the right to appeal. There will be another person nominated by the member of management in attendance at all hearings who will be there to take notes for both parties during any informal discussion or hearing. A copy of this will be kept on your personal record for a period of 12 months.

THE sTagEs in THE disciplinary procEdurEThe stages in the disciplinary procedure are summarised below:

Advice and verbal warning »First written warning »Final written warning »Dismissal, or summary dismissal for gross or serious »misconduct

However, the procedure can be implemented at any stage if the alleged misconduct, job performance or capability warrants such action. In certain circumstances disciplinary action may include demotion or suspension with or without pay.

firsT sTagE – advicE and vErbal WarningA discussion will take place between yourself and your manager during which all the facts will be considered. The discussion will be documented on your personal records stating that a verbal warning has been given. This will remain on your file for 6 months. You will be reminded that any further breaches may result in a written warning, which is the next stage of the procedure.

sEcond sTagE – firsT WriTTEn WarningA disciplinary hearing will be held. Where unsatisfactory performance or conduct persists or in cases of more serious misconduct where the first stage has been omitted, you will receive a first written warning specifying the nature of

the performance or conduct issue, setting out the remedial action that is required and the period of time in which the standard must be achieved. This will also state the consequences of a failure to improve. A copy of this warning letter will be filed on your personal records and will be valid for 12 months.

THird sTagE – final WriTTEn WarningA disciplinary hearing will be held. If following the first written warning there is insufficient improvement, or if the first act of misconduct is sufficiently serious to warrant missing the first two stages of the procedure, you will receive a final written warning specifying the nature of the performance or conduct issue, setting out the remedial action that is required and the period of time in which the standard must be achieved. This will also state the consequences of a failure to improve. A copy of this warning letter will be filed on your personal records and will be valid for 12 months. A copy of the final warning letter will be filed on your personal records and again will remain valid for 12 months.

dismissalA disciplinary hearing will be held. Continued unsatisfactory performance or conduct following the final written warning will result in you being given written notice of termination of your contract of employment. This will include the reasons for dismissal.

gross misconducT – suspEnsionIf you commit an act of gross or serious misconduct during your employment, you any, if considered appropriate by the Company, be suspended on basic pay pending full investigation of the circumstances. You will be given a letter confirming your suspension. In any event, a disciplinary hearing will be held before a final decision is reached. This is without prejudice to the Company’s rights to dismiss you summarily.

gross misconducT – dismissal WiTHouT payIn cases of gross or serious misconduct, the Company will dismiss without notice or without payment in lieu of notice.

appEals procEdurEYou may appeal against any disciplinary action taken against you. You should register your wish to appeal in writing to the manager conducting the disciplinary hearing within two working days of receiving the written disciplinary notification. If within a further five working days you do not consider you have received a satisfactory answer from the next level of manager, you may raise the matter with each successive level of the management structure, provided no level is omitted and provided five working days are given for a satisfactory answer at each stage. The final appeal, if necessary, will be to the appropriate Director of the Company.

HEalTH and safETy

Please refer to the separate Health and Safety at work guide which was issued on the 1st August 2010.

company propErTy

All company equipment and property should be handled with care and protected or stored in a safe place when not in use. The Company reserves the right to claim against any employee who abuses or misuses Company property. All cash received on behalf of the Company must be handed to the cashier without delay. All equipment on loan from the Company must be returned on termination of employment. Company property may not be taken off the premises without permission of your Line Manager or a Director.

Equal opporTuniTiEs policy

The Company offers equal opportunities to all employees and does not discriminate on the grounds of sex, colour, race, nationality or ethnic origin.

in the terms and conditions of employment »in the way the Company gives the employee access to »opportunities for promotion, transfer or trainingin the way the Company gives the employee access to »other benefits, facilities or servicesby subjecting the employee to any other detriment so »causing the employee to be at a disadvantage.

Except in cases where there is a legal requirement that the jobholder is of a specified gender or where other statutory or health provisions apply. Applicants for employment are not to be discriminated against either in any part of the recruitment process or in the terms in which employment is offered. The Company expressly forbids any employee to discriminate against any other employee on the grounds of sex, colour, race, nationality or ethnic origin.

All employees are reminded that it is unlawful to instruct, induce or attempt to induce any other employee to commit any act of racial or sexual discrimination.

pErsonal propErTy

The Company cannot accept liability for the loss of or damage to an employee’s personal property brought onto the Company’s premises or used in the execution of business duties unless it can be proved that the Company was negligent or responsible for the loss or damage. It is therefore essential that all employees arrange their own insurance for their personal possessions.

pErsonnEl rEcords

You must inform the Company of any change of address or other personal details so that records can be kept up to date. Incorrect records can result in serious delay should it become necessary to notify your next of kin in case of sickness or accident. Please notify your immediate manager as soon as any changes occur.In accordance with the Data Protection Act 1984, you have the right to be informed what personal records’ data is held by the Company and to be supplied with a copy. Requests for the supply of such data should be made to the Directors.

privaTE TElEpHonE callsGenerally, in the interests of efficiency and to avoid congestion on the switchboard, private telephone calls should not be made or received through the Company’s telephone installation or on any Company mobile telephone. Calls may be made in the Company’s time only in the event of an emergency and with the permission of your manager.

rEdundancy

If it becomes necessary to dismiss on the grounds of redundancy, the Company will take into consideration the following selection criteria; personal performance, skills, flexibility, disciplinary records, attendance record, age, length of service. This list is not considered to be exhaustive. Length of service is only one factor and is not considered to be the most important factor. All other things being equal, however, length of service will be used to determine which employee is selected for redundancy.

rigHT of sEarcH

Management had the right, at any time and without notice, to search an employee, their personal lockers or desks or belongings or their private or Company vehicles whilst on company premises. If should be made clear that selection for search does not imply suspicion and it is hoped that employees will appreciate the need for such checks to be made from time to time in the interests of everyone.

sExual and racial HarassmEnTThe Company deplores all forms of sexual or racial harassment and seeks to ensure that the working environment is sympathetic to all its employees regardless of sex or ethnic origin.Sexual harassment at work, defined as unwanted conduct or a sexual nature or other conduct based on sex affecting the dignity of women and men at work which can include unwelcome physical, verbal or non-verbal conduct, is unlawful.Formal complaints will be dealt with under the Company’s disciplinary procedure.

smoking policy

It is our policy that all our workplaces are smokefree, and all employees have the right to work in a smokefree environment. Smoking is prohibited in all enclosed and substantially enclosed premises in the workplace. This includes company Vehicles. This policy applies to all employees, consultants, contractors, customers or members and visitors.

You are required to adhere to the Company IT Security Policy as from time to time determined by the Company. Breaches of the Policy will be considered as serious misconduct. Specifically your attention is drawn to the following areas.

If the Company provides you with a personal computer for work purposes, then it is your responsibility to ensure that, if additional software is required, such software is fully licensed, is approved by the System Security manager and is installed on your machine only. Installing unlicensed copies of software onto the Company’s personal computers is against the law and will be viewed by the Company as an act of gross misconduct.

Additionally, in order to protect the Company’s networks and personal computers from computer viruses, no personal software, even if licensed, should be copied onto Company PC’s. Contravention of this procedure will also be considered a serious disciplinary matter.

Employees are also not permitted to copy Company licensed or copyrighted software. The use of copied Company software is against the law and will be viewed by the Company as gross misconduct.

Employees should not make use of the Company’s computers and/or Company funded telephone lines to gain access to the Internet or E-Mail for any purpose other than direct business use.

usE of compuTErs

accEssing sysTEmsOn joining the Company, you may be issued with a password than enables you to access those parts of the Company’s mainframe systems that you will need to use. This password should not normally be disclosed to any other employee. Accessing parts of the systems for which no authority has been given will be viewed by the Company as an act of gross misconduct, as will the unauthorised use of Company data.

EffEcTivE daTEThis Employees Handbook containing Conditions of Employment and General Company Rules is effective from 1st August 2010 and supersedes any previous editions.

| T: 0800 021 0888 | DD: 01785 711630 | M: 0775 670 1381 | www.codeweavers.net || Codeweavers Limited | Barn 4 | Dunston Business Village | Dunston | ST18 9AB |

| Registered in England and Wales No. 04092394 | VAT registration no. 974 9705 63 |