Handbook [Final] Maintenance Driver

8/7/2019 Handbook [Final] Maintenance Driver

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EMPLOYEE HANDBOOK

SANTA SAFARI


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INDEX

Page

Introduction.. 3

Working with Us. 4

Kit list.. 6

Job Descriptions 7

Discipline Procedure 11

Grievance Procedure .. 14

Code of Conduct . 15

Health and Safety Policy . 17

Training . 21


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INTRODUCTION

This handbook is designed to give you all the information that you need while working

for Santa Safari. Your contract will be given to you separately and contains the complete

terms and conditions of your employment with Santa Safari. If there is any discrepancy

with the wording in this handbook and the wording in your contract then the contract will

take precedence.


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WORKING WITH US

Working in TRUE Lapland with Santa

The primary objective of the vast majority of our guests is to visit Father

Christmas at his home in True Lapland. This is a land of legends, magic and

Northern Lights, full of charm, character and outstanding, frozen natural beauty. Here,

on the edge of the vast Arctic wilderness, is a location where you will work to ensure

guests experience the coolest of winter breaks.

Every year many staff work in Lapland and help to make the dreams of hundreds of

children from all over the UK come true. The roles are highly rewarding and are sure to

be memorable. You will need to be highly self-motivated and to work well under

pressure. You will be a team player, confident in your abilities to supervise and lead by

example. This role requires full work commitment, an open mind, and the ability toorganise and communicate effectively at any level, whilst being able to delegate and

supervise accordingly. You will need to have a good grasp of planning, logistics and

organisation and be able to make changes and decisions as and when necessary and,

most of the time, on the spot. It is essential that you have good communication skills so

that you can effectively, urgently and accurately convey any changes and instructions to

the team, customers and all suppliers, ensuring that any changes are fully implemented.

You will need to be able to resolve any client concerns in an instant and step intoa situation and resolve it as and when necessary. You must be self motivated

and confident in your abilities to deliver 101% customer satisfaction.

During the operational period, the role will involve long working hours with fewbreaks and little time off, therefore endurance and the ability to work under

pressure while presenting a pleasant demeanour at all times is crucial.

You will need to be physically fit, willing to work outdoors and be able towithstand the cold weather.

You must be willing to step into other roles within the organization that suddenlymay become available.

The real test is when you have to think on your feet to solve problems and to ensure we

deliver everything our clients are expecting and more. In often pressurised

circumstances, you need to be able to remain calm, keep your wits about you, and

combine common sense and ingenuity to respond to situations as they arise.


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For most of our guests, the highlight of their visit to Lapland is meeting with Father

Christmas. Within the overall team, there are many different positions and roles

requiring to work indoors, outdoors, assist Santa in all aspects of his role from

welcoming families, entertaining children at all times (both indoors and outdoors) and

helping in some general administrative duties such as counting presents and maintaining

the quality of decoration in the cabin.

Whatever your position is it requires an extrovert personality, with plenty of enthusiasm,

motivation, dedication, commitment, Christmas cheer and an ability to communicate

effectively with children and adults alike. You must be highly creative and innovative,

fun, passionate and enjoy working with children.

These roles are all encompassing and highly rewarding, offering close interaction with

children during their once in a lifetime visit to Father Christmas. You will have an

integral role in making dreams become a reality.

Lapland is a sub-Arctic region (less than 1,500 miles away from the North Pole!) where

harsh weather and an Arctic desert climate create very specific work conditions. Apart

from being very cold (the temperature can go as low as minus 50 centigrade and

frequently can be minus 30 centigrade) it is very dry. Therefore, drinking plenty of water

is recommended as well as frequent use of lip balm. It is also an outstanding area of

total wilderness, with the cleanest air and water in the world, known promoting health,

as well as extraordinary, unique and the great outdoor activities. All that requires a great

deal of physical fitness and a healthy body.

You will be working with a great number of very young children aged between 4 and7.

For many guests coming at this time of the year (Father Christmas period) it is a highly

charged emotional affair; this can be manifested in different ways with the most extreme

being heavy and aggressive verbal outbursts. Therefore delivering impeccable service

and exceeding expectations is an absolute must. We are very strict in monitoring alcoholconsumption and reserve the right to breathalyse all staff. We do not tolerate any

partying or drunkenness as it is totally incompatible in working with children, the climatic

conditions and the general work ethics in Lapland. In addition, it can heavily

compromise, endanger health and safety rules and conditions. You must accept this in

its entirety and you must not underestimate the seriousness with which we take this

matter. It forms a key part of your code of conduct.


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KIT LIST

1. You will require;a. Working clothes (suitable to your position)b. Thermal underclothesc. Thermal socksd. Thermal gloves (black) or mittens.e. Towelf. Normal clothes for out of hoursg. Smart black trousersh. Black scarfi. Working overalls

j. Old/cheap gloves for working outdoors


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Job Descriptions

Maintenance/Driver

1. Job Outline;(a)You have chosen to apply for a position abroad. You will be based in

Lapland for the duration of your contract. You will need to be physically

fit, willing to work outdoors and be able to withstand the cold weather.

(b)You will be provided with flights, transfers, accommodation, three mealsper day and an outdoor arctic uniform. Accommodation is on a shared

basis, dormitory rooms with up to 8 other people with bunk beds and

communal showers.

(c)The weather conditions in Lapland are extreme and you can expect towork outside in temperatures as low as -35 degrees. Day light hours will

decrease to darkness of 18 hours in November and December.

(d)The role may require you to work approx. 12-16 hours per day. Thistemporary job is based on a 6 day week. If you work the seventh day this

must be signed off by your supervisor. Your hours of work are specified in

your contract of employment.

(e)During the operational period the role will involve long working hours withfew breaks or time off therefore endurance and the ability to work under

pressure while presenting a pleasant demeanour at all times is crucial.

(f) The company operates zero tolerance alcohol at work policy and staffwill be randomly breathalysed on mornings before commencing

work and at any other times as we see it fit. Any deviation from this

will result in instant dismissal and forfeiture of the travel deposit. For full

details see Code of Conduct below.

2. This requires an extrovert personality, full of character, Christmas cheer with anability to communicate with children and adults effectively. You must be highly

creative and innovative, fun, passionate and enjoy work with children. You must

be fully geared up for walking through the woods, with children, and spend a lot

of time outdoors in freezing temperatures. It is only through doing this that you

will show the children where Santa lives!

3. The primary objective of the vast majority of our guests is to visit FatherChristmas. Your role as Santa will be to welcome families, entertain children at


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all times (both indoors and outdoors), speak to the children about their chirstmas

wishes and general engage in a dialogue with the families. You will be responsible

for some general administrative duties such as counting presents and maintaining

the quality of decoration.

4. This is a highly rewarding role which will offer close interaction with childrenduring their one in a lifetime visit to Father Christmas. You will have an integral

role in making dreams become a reality.

5. You must be fully informed at all times about guest activities and timings relatedto both.

6. This role requires full work commitment, an open mind, and the ability toorganise and communicate effectively at any level whilst been able to delegate

and supervise accordingly. You will have to be creative, actively co-ordinate all

your Santa activities with ground operations and activities through local reps,

general ground ops staff as well as hotel staff.

7. You must liaise closely with your colleagues and suppliers to ensure that you arefully informed on all operational aspects. Clients will look to you as a point of

information which means you must be fully aware and knowledgeable about all

aspects of the trip including timings, activities and general local knowledge.

8. You will need to be able to resolve any client concerns in an instant and step intoa situation and resolve it as and when necessary, you must be self motivated and

confident in your abilities to deliver 101% customer satisfaction in creating and

delivering an absolutely magical experience and fantasy!

9. Your job will include;(a)Maintaining, preparing and installing equipment around the hotel and

satellite locations

(b)Joinery, plumbing, electrics, welding and decorating(c)Maintaining the appearance of the hotel and satellite locations(d)Lighting fires, candles and issuing equipment(e)Shovelling snow from roofs and pathways(f) Driving vehicles in a calm, professional and safety conscious manner

including snowmobiles, cars and minibuses to move guests, staff and

equipment


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(g)When on driving assignments being sure that you have full informationabout your client group, numbers names, hotels and other relevant

information.

(h)Working with clients and speak effectively in front of large groups ofclients to deliver information.

(i) Helping clients fit and collect thermal overalls and boots(j) Driving vehicles with trailers and operating straps to move equipment(k)Checking and maintaining all equipment used by clients(l) Working at the outdoor locations assisting with client activities and guiding

clients around the locations whilst giving information.

(m) You must encourage children especially to participate in all indoorand outdoor activities from tobogganing to Claus Christmas Crafts class

(n)Stock maintenance: ensuring sufficient supplies of critical spare parts(e.g. light bulbs, fuses, toilet seats etc), tools, client equipment, numbers

of childrens presents, sweets, candles etc. are available for the groups of

any particular day.

(o)Entertainment in the hotels (indoors and outdoors) and at the airport toprovide a magic start to the holiday stay. One of the main areas of

responsibilities will be during the activities days when you will have to

ensure the optimum experience of each client. You may need to

encourage children especially and participate in activities such as husky

dog sledging, snowmobiles, or simple snow fun including snow man

building, snow hockey, snow ball fight and snow shoeing

(p)In addition to your maintenance activities you will be required to work inthe hotel. Your hotel responsibilities will include housekeeping (room

cleaning and linen changes etc) on change over days. Must be willing to

step in other roles within the hotel organization that suddenly may

become available

(q)Jobs allocation as above as well as any other jobs as directed by themanagement whose decision in all matters is final

10.Please note that the position of Maintenance/Driver does not necessarily entailfulfilment of your own fantasies or holiday expectations. Furthermore, it is

important to understand that the operational order of guest activities may cause

an irregular working pattern with consecutive days of work. For guests it is a

fantasy and a magical break but for all of us it is professional work and delivering

and exceeding high customer expectations and service.


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11.You will need to be highly self-motivated, work well under pressure, be a teamplayer and confident in your abilities. You will need to have a good grasp of

planning, logistics, organisation and be able to make changes and decisions as

and when necessary and most of time on the spot. Finally have ability to

communicate effectively, urgently and accurately any changes and

information/instructions to the team and customers efficiently so to ensure full

and immediate implementation of any necessary changes.


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DISCIPLINARY PROCEDURE

1. Disciplinary sanctions

1.1 In the event of any misconduct you will normally receive an oral warning

(confirmed in writing) or a written warning.

1.2 If it shall have been necessary to warn you on more than two occasions or the

misconduct in question is sufficiently serious, you may be dismissed on proper

notice.

1.3 In the event of gross misconduct you may be dismissed without notice.

1.4 The Employer reserves the right to enter the disciplinary procedure at any stage.

1.5. For the purposes of these Rules:

a. Misconduct shall include situations where the Employer reasonably

believes you are guilty of carelessness, bad time

keeping, poor performance, improper use of

equipment, rudeness and any other behaviour

inconsistent with your duty to loyally and properly

carry out your duties.

b. Gross Misconduct shall include situations where the Employer reasonably

believes you are guilty of theft, dishonesty,

drunkenness, disobedience, driving snowmobiles

without helmet and other safety clothing, driving

vehicles above the legal speed limits any action or

behaviour, refusal to work or undertake reasonable

tasks as directed by management which is likely to

seriously damage the reputation or standing of the

Employer, serious breaches of the Employers policies

fighting and any other misconduct so serious that it

would be unreasonable to expect the Employer to

retain your service. All breaches of national laws are

within this category.


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c. A breach of the terms of your employment (including any rules made underthose terms) may amount to either misconduct or gross misconduct

depending on the severity of the offence.

d. The following are examples of matters that will normally be regarded asmisconduct and will be dealt with under our Disciplinary Procedure:

(i) Minor breaches of the code of conduct in this handbook;

(ii) Minor breaches of our policies;

(iii) Minor breaches of your contract;

(iv) Minor damage to, or unauthorised use of, our property;

(v) Poor timekeeping;

(vi) Time wasting;

(vii) Unauthorised absence from work;

(viii) Refusal to follow instructions;

(ix) Smoking except in accordance with the Code of Conduct in this

handbook.

This list is intended as a guide and is not exhaustive.

e. The following are examples of matters that are normally regarded as grossmisconduct:

(i) Serious breaches of the Code of Conduct in this handbook;

(ii) Consumption of alcohol;

(iii) Use of or being under the influence of illegal drugs;

(iv) Making derogatory statements about Santa Safari or Transun Travel

Limited on networking sites or other internet media or to customers,

business contacts or other third parties;

(v) Theft or fraud;

(vi) Physical violence or bullying

(vii) Deliberate and serious damage to property;

(viii) Serious misuse of our property or name;

(ix) Accessing internet sites containing pornographic, offensive or obscene

material;

(x) Repeated or serious failure to obey instructions, or any other serious

act of insubordination;

(xi) Unlawful discrimination or harassment;

(xii) Bringing the organisation into serious disrepute;

(xiii) Causing loss, damage or injury through serious negligence;

(xiv) Serious or repeated breach of health and safety rules or seriousmisuse of safety equipment;

(xv) Serious breach of confidence;


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(xvi) Acceptance of bribes or other secret payments;

(xvii) Accepting a gift from a guest, supplier, contractor or other third

party in connection with your employment without prior consent from your

line manager;

(xviii) Conviction for a criminal offence that in our opinion may affect our

reputation or our relationships with our staff, guests or the public, or

otherwise affects your suitability to continue to work for us;

(xix) Possession, use, supply or attempted supply of illegal drugs;

(xx) Serious neglect of duties, or a serious or deliberate breach of your

contract or operating procedures;

(xxi) Knowing breach of statutory rules affecting your work;

(xxii) Harassment or discrimination against employees, contractors, guests

or members of the public on the grounds of gender, sexual orientation,

marital or civil partner status, gender reassignment, race, colour,

nationality, ethnic or national origin, disability, religion or belief, or age;

(xxiii) Refusal to disclose any of the information required by your

employment or any other information that may have a bearing on the

performance of your duties;

(xxiv) Giving false information as to qualifications or entitlement to work

(including immigration status);

(xxvi) Making untrue allegations in bad faith against a colleague;

(xxvii) Victimising a colleague who has raised concerns, made a complaint

or given evidence information

(xxviii) Serious misuse of our information technology systems (including

misuse of developed or licensed software, use of unauthorised software

and misuse of e-mail and the internet);

(xxix) Undertaking unauthorised paid or unpaid employment during your

working hours;

(xxx) Unauthorised entry into an area of the premises to which access is

prohibited.

This list is intended as a guide and is not exhaustive.


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GRIEVANCE PROCEDURE

1. If you have any grievance relating to your employment you should raise thematter in writing initially with your manager unless your grievance involves your

manager. You should set out the nature of and the circumstances surrounding

your grievance, together with an explanation as to why you feel aggrieved.

2. Having enquired into your grievance your manager will invite you to attend ameeting to discuss your grievance with you. Following the meeting you will be

informed of your managers decision, in writing, together with your right to

appeal against that decision.

3. At the meeting you may be accompanied by a fellow employee representative.

4. If you are dissatisfied with the outcome of the meeting you may appeal againstyour managers decision in writing to the Senior Manager (unless the Senior

Manager attended the first meeting). You should give full reasons for requesting

an appeal and why you feel the original decision should not be upheld. An appeal

meeting will be held at which you may again be accompanied by a fellow

employee. Following the meeting you will be notified in writing of the decision

which will be considered final.

5. You must take all reasonable steps to attend any meeting.


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CODE OF CONDUCT

General

1. While working for us you should at all times maintain professional and responsiblestandards of conduct. In particular you should:

(a) observe the terms and conditions of your contract, particularly with

regard to:

(i) hours of work;

(ii) confidentiality;

(iii) non disparagement;

(iv) uniform and resort materials

(b) ensure that you understand and follow this Code of Conduct;

(c) observe all our policies, procedures and regulations which are included

in this Staff Handbook or notified to you from time to time by means of

notice boards, e-mail, the intranet or otherwise;

(d) take reasonable care in respect of the health and safety of colleagues

and third parties and comply with our Health and Safety Policy;

(e) comply with all reasonable instructions given by managers; and

(f) act at all times in good faith and in the best interests of our business,

guests and staff.

2. Failure to maintain satisfactory standards of conduct may result in action beingtaken under our Disciplinary Procedure.

Smoking

3. You are not permitted to smoke indoors. Smoking indoors at any time is strictlyprohibited by law. If you are found smoking indoors this will be regarded as gross

misconduct and may lead to summary dismissal.

4. You are not permitted to smoke outdoors whilst you are on duty or whilst you arewearing or carrying any item by which you may be directly associated with the

company.

Alcohol

5. We operate a zero tolerance policy of alcohol at work. If you are found to beunder the influence of alcohol during work this will be regarded as gross

misconduct and will lead to summary dismissal. Staff will be randomly

breathalysed on mornings before commencing work and at any other

times as we see it fit.


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Appearance

6. You are expected to appear clean, smart and professional at all times. Dishevelledor unclean appearance is unacceptable and a persistent failure to meet the

required standards will be regarded as misconduct and will be subject to

disciplinary procedures.

7. You will be required to cover any visible tattoos and body piercings.Behaviour

8. You are not allowed to take part in any unauthorised parties. If you organise orlead any unauthorised parties this will be regarded as gross misconduct any may

lead to summary dismissal.

9. You must be willing to communicate with guests and fill gaps within anyoperational structure should the need arise.

10.You are expected to be self-motivated, confident in your abilities and a teamplayer.

11.You are expected to be able to organise and communicate effectively and be ableto delegate accordingly.

12.You are expected to provide a welcoming and friendly atmosphere for guests.13.You are responsible for maintaining high standards of work, personal behaviour

and conduct at all times.

14.You should not behave in a manner which may damage the Employers reputationor standing.


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HEALTH AND SAFETY POLICY

1. Weather ConditionsLapland is a sub-Arctic region (less than 1,500 miles away from the North Pole!)

where harsh weather and an Arctic desert climate create very specific work

conditions. Apart from being very cold (the temperature can go as low as minus

50 centigrade and frequently can be minus 30 centigrade) it is very dry. As such

drinking plenty of water is recommended as well as frequent use of lip balm. It is

also an outstanding area of total wilderness, with the cleanest air and water in

the world, known promoting health, as well as extraordinary, unique and the

great outdoor activities. All that requires a great deal of physical fitness and a

healthy body.

2. Policy statementWe are committed to ensuring the health and safety of our staff and customers

and to providing a safe environment for all those attending our premises. In

particular we are committed to maintaining safe and healthy working conditions

through control of the health and safety risks arising from our work activities by

consulting with our staff and providing appropriate information, instruction,

training and supervision and taking steps to prevent accidents and cases of work-

related ill health.

3. Who is covered by this policy?This policy applies to those working at all levels, including senior managers,

employees and fixed-term employees, casual and agency staff (collectively

referred to as staff in this policy).

4. What is covered by this policy?In accordance with our health and safety duties, we are responsible for:

a. Assessing risks to health and safety and identifying ways to overcomethem.

b. Providing and maintaining a healthy and safe place to work and a safemeans of entering and leaving our premises, including emergency

procedures for use when needed.

c. Providing information, instruction, training and supervision in safe workingmethods and procedures as well as working areas and equipment that are

safe and without risks to health.


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d. Ensuring that equipment has all necessary safety devices installed, thatequipment is properly maintained and that appropriate protective clothing

is provided.

e. Promoting co-operation between members of staff to ensure safe andhealthy conditions and systems of work by discussion and effective joint

consultation.

f. Regularly monitoring and reviewing the management of health and safetyat work, making any necessary changes and bringing those to the attention of

all staff.

5. Personnel responsible for implementation of this policy5.1 The Senior Manager has overall responsibility for health and safety and the

operation of this policy. The Senior Manager has been nominated as the Principal

Health and Safety Officer with day-to-day responsibility for health and safety

matters.

5.2 All staff must also recognise that everyone shares responsibility for achieving

healthy and safe working conditions. You must consider the health and safety

implications of your acts and/or omissions and take reasonable care for your

health and safety and that of others.

5.3 Any health and safety concerns should be reported to the Principal Health and

Safety Officer.

6. Standards of workplace behaviour.6.1 You must co-operate with the Principal Health and Safety Officer, supervisors and

managers on health and safety matters and comply with any health and safety

instructions.

6.2 You must take reasonable care of your own health and safety and that of others

by observing safety rules applicable to you and following instructions for the use

of equipment (including safety equipment and protective clothing).

6.3 Any health and safety concern, however trivial it might seem, including anypotential risk, hazard or malfunction of equipment, must be reported in writing to

the Principal Health and Safety Officer or your line manager.

6.4 You must co-operate in the investigation of any accident or incident that has led,

or which we consider might have led, to injury.

6.5 Failure to comply with health and safety rules and instructions or with the

requirements of this policy may be treated as misconduct and dealt with under our

Disciplinary Procedure.

7. Information and consultation


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We are committed to providing information, instruction and supervision on health

and safety matters for all staff as well as consulting with them regarding

arrangements for health and safety management.

8. Equipment8.1 All staff must use equipment in accordance with operating instructions,

Instructions given by managers and any relevant training. Any fault with, damage

to or concern about any equipment or its use must immediately be reported to

your manager.

8.2 Employees must ensure that health and safety equipment is not interfered with

and that any damage is immediately reported.

8.3 No member of staff should attempt to repair equipment unless trained and

designated to do so. Failure to report damage to or a fault with equipment or

failure to use it as directed may result in action under our Disciplinary Procedure.

9. Accidents and first aid9.1 Any accident at work involving personal injury must be reported to the Principal

Health and Safety Officer so that details can be recorded in the Incident Report

Forms. All staff must cooperate with any resulting investigation.

9.2 Details of first aid facilities and trained first aiders are displayed on the notice

boards.

9.3 If you suffer an accident at work you (or someone on your behalf) must report

that fact to the Principal Health and Safety Officer or your manager in writing

using the Incident Forms as soon as possible. All accidents must be reported,

however trivial. The accident will be recorded in our Incident Forms.

10. National Health Alerts10.1 In the event of an epidemic or pandemic alert we will organise our business

operations and provide advice on steps to be taken by staff, in accordance with

official guidance, to reduce the risk of infection at work as far as possible. Anyquestions should be referred to your line manager.

10.2 It is important for the health and safety of all our staff that you comply with

instructions issued in these circumstances. Failure to do so will be dealt with

under our Disciplinary Procedure.

11. Emergency evacuation and fire precautions11.1 You should familiarise yourself with the instructions about what to do in the event

of fire which are displayed on notice boards.


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11.2 You should also know where the fire extinguishers are; ensure that you are aware

of your nearest fire exit and alternative ways of leaving the building in an

emergency.

11.3 Fire wardens are responsible for the effective evacuation of designated areas. In

the event of a suspected fire or fire alarm you must follow their instructions.

11.4 Regular fire drills will be held to ensure that our fire procedures are effective and

to ensure you are familiar with them. These drills are important and must be

taken seriously.

11.5 You should notify the Principal Health and Safety Officer or your manager as soon

as possible if there is anything (for example, impaired mobility) that might

impede your evacuation in the event of a fire.

11.6 If you discover a fire you should not attempt to tackle it unless you have been

trained or feel competent to do so. You should operate the nearest fire alarm and,

if you have sufficient time, call reception and report the location of the fire.

11.7 On hearing the fire alarm you should remain calm and walking quickly, not

running, evacuate the building immediately following the instructions of the fire

wardens. Do not stop to collect personal possessions, do not use the lifts, and do

not re-enter the building until you are told that it is safe to do so.

12. Risk assessmentsGeneral workplace risk assessments are carried out when required or as

reasonably requested by members of staff or management. Managers are

responsible for ensuring that any necessary risk assessments are undertaken and

that recommended changes to the workplace and working practices are

implemented.

13. Review of policy13.1 The Principal Health and Safety Officer will ensure that this policy is reviewed

annually.13.2 We will continue to review the effectiveness of this policy to ensure it is achieving

its stated objectives.


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TRAINING

1 You will be provided will pre-season training.

2. It is your responsibility to attend the training course and your position is notguaranteed until you have successfully completed it.

Snowmobile driving

3. You will be required to sign a snowmobile waiver and accept the excess paymentin case of damage whilst a machine is in your possession.

4. You will be given full training on the use of snowmobiles.5. It is illegal to drive snowmobiles on public roads and without a helmet6. Snowmobiles are powerful and potentially dangerous machines. They must be

driven with great caution and utmost care always at low or moderate speeds.

7. It is your absolute responsibly to ensure that machines are fully fuelled andthat the safety checks shown during your training are carried out before each

activity session.

8. You must absolutely refrain from careless or negligent driving which includesdriving at speed, over terrain which may damage the machines or through

engaging in acts which have the potential to result in injury.

Driving vehicles

9. You will be required to sign a vehicle waiver and accept the excess payment incase of damage whilst a vehicle is in your possession.

10. You will be given full training in driving in the arctic conditions11. It is you responsibility to ensure that vehicles are kept clean and that all rubbish

is removed from the interior.12. All vehicles must be driven strictly in accordance with national laws and speed

limits must be observed.

Fulfilment of roles

13.You will be given specific guidance and training on your specific role14.It is a mandatory requirement that you disclose any information which may

preclude you from carrying out the role for which you have been selected.


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ACKNOWLEDGEMENT

I hereby acknowledge receipt of the Employee Handbook which I have read carefully,

understood and all accepted.

Signed

Date..

Home address ..............................................................................................

Home phone number .

Mobile phone number.

Email address

Handbook [Final] Maintenance Driver

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Transcript of Handbook [Final] Maintenance Driver