FAQ's

Issued: January 2024 Updated: POSITION: SPA THERAPIST REPORTS TO: FOUNDER & CEO JOB DESCRIPTION Spa Therapists at The Spa Resource Co. have 2 key areas of responsibility, which must be followed at all times depending on whether you are on assignment or on-call. These are outlined as follows: On Assignment: Reliably commute to and from various spas & hotels around the UAE Arrive on-time to your assigned spa each day Follow grooming standards Follow your working schedule as given to you by the Client Be flexible with your working schedule which may change due to operational demands Clock in and out to accurately record your hours of work Follow any and all instructions and policies given by the client which relate to your duties as a Spa Therapist, these may include: Cleaning the Spa & Guest Areas Helping other Therapists / Spa Team Members with their duties Following SOP’s and ensuring setups are in line with the spa standards Being booked with consecutive treatments throughout your shift Following a tight schedule to ensure you start & finish treatments on time Be proactive in offering help and assistance to team members and guests Conduct client consultations prior to conducting treatments and make any amendments necessary based on the guests needs and medical requirements Communicate with spa team members including reception, supervisors, and managers as when necessary Follow treatment and treatment room assignments Only use equipment and conduct treatments for which you are trained Participate in training to learn new treatments or treatment protocols as required by the Client Follow LQA Standards for every guest, every time Upsell retail products based on the guests needs and your training Upsell other treatments or treatment add-ons based on the guests needs and your training Continually look for opportunities to enliven our values of being IMPACTFUL, RELIABLE & COLLABORATIVE Assist in any other duties or tasks as may be assigned from time to time by the spa team member in charge Follow Company policies & procedures as they relate to being on Assignment Not on Assignment a.k.a 'On-Call': While not on assignment, you will still be given a schedule to follow by the Company and must ensure you are available during those days and hours for any work related tasks including: Being ready on standby for emergency and same day call outs (sickness cover etc.) Clock in and out to accurately record your hours of work Be responsive to WhatsApp messages, phone calls and emails as per on-call policy Follow all Company policies and procedures Attending training courses in-person or online as assigned from time to time Review any documents shared for homework (LQA Standards/Forbes Standards etc.) While on-call you are ‘working from home’ and need to be treating it as a regular work day Assisting with any other duties or tasks as may be assigned from time to time by Company leadership Working as part of The Spa Resource Co. Therapist team requires a great deal of flexibility, reliability and excellent communication. Whether you are on assignment or on call, you must take your duties seriously and conduct yourself with the highest level of professionalism and integrity. Failure to follow these will result in disciplinary action up to and including termination. Role Requirements: Holding relevant certificates and qualifications At least 2 years working in a five star spa environment as a Spa Therapist Flexible Reliable Trustworthy Passionate about delivering exceptional spa experiences Physically fit and capable of working in fast-paced & demanding Spas Friendly and engaging, showing respect to all guests and team members A problem solver, able to organise themselves Works with minimum supervision & attention

Issued: January 2024 Updated: Confidentiality is so important to our the success of our Company and this is why it is specified on each Offer Letter that we send to new Employees. The Risk to Company: By not respecting Confidentiality, you expose the company to Loss of Reputation & Trust Loss of Clients Potential Legal Action or Lawsuits from Clients Below are some examples of questions which you should NOT answer or conversations you should NOT engage in: How much do you get paid? How much do therapists in your previous Assignments get paid? - You should not even know this information Do you only get paid when you're on Assignment? How did the Company hire you? / What was your interview process? How many Clients does the Company have? Was it busy on your last Assignment? / How many treatments did you do per day? What was the busiest / most popular treatment? Did they offer any kind of special promotion or discount at the other Spa? Did the other Spas pay you commissions? How much tips did you earn in the other Spas? Do not discuss anything to do with other Spas operations, set ups, training etc. Do not discuss anything related to financials or business levels Do not discuss your compensation or their compensation NEVER discuss a guest, including any famous, VIP or well-known guests by name even if you conducted their treatment NEVER disclose or copy a guests information including their personal details, medical history, or any other information which might be available to you NEVER give your contact details to a guest of a client for any reason Do not discuss any details about any of our business practices, our policies, or give any details about how our Company runs. We are new to the market and the industry is small, you never know if this information might make its way back to someone who is looking to start a competing business. Never discuss anything to do with our Clients - even to team members or other therapists - including, their operations, team, salaries & benefits, business levels, guests etc. This will be in breach of Client Confidentiality which you agreed to when signing your Offer Letter. Breaching this falls under Gross Misconduct and would lead to Termination without Notice. If anyone asks you about something that you cannot discuss, simply say: "I'm sorry but we have strict Client Confidentiality so I'm not allowed to discuss that." This reply will earn you the trust and respect of the Client as they will see you have integrity and take confidentiality seriously. If they try to pressure you or say that you can tell them and they won't tell anyone else, you should say: "If you'd like to know that information, you can contact our Company and ask." They will never do that because they know what they're asking is wrong. To be safe, you should assume that if a Client does this, they are testing you to see if you are following the Client Confidentiality which covers them too. Likewise, it is Not OK for you to know details about the salaires or compensation of our Clients Employees. This is unprofessional and our Clients would not be happy knowing that you have this information. You should never ask the team member of a Client about their Salary or Benefits or tell them yours. Below are some examples of questions which you are OK to answer How long have you worked with the Company? How many people work in the Company? How long has the Company been operating? What other Assignments have you done? What areas do does the Company service? Where did you work before?

Issued: January 2024 Updated: The Company has ensured that our Therapists are entitled to earn and keep tips while working in our clients Spas, however, we must follow the tip policies and procedures which may differ from Hotel to Hotel. With that in mind, please be aware of the following regarding Tips & Tip Payments: Each Therapist is responsible for asking the Spa Manager about the tip procedure and ensuring you follow it Some hotels have a 'split share' policy where tips are split with other team members including Reception & Attendants which we must respect Some hotels might require you to hand over cash tips until the end of the month Some hotels will allow you to keep your tips as they are given Room Charge & Card Payment Tips: These tips have a longer processing time by the banks as there is a standard wait period where customers of the Hotel can dispute charges made to their cards in which case the money may be withdrawn or placed on hold. For this reason, payments are made by card or room charge (room charges are usually settled by card), will usually have a much longer processing & payment time. At the end of each month, Hotels have their internal reconciliation and accounting processes, so it is standard practice for tips to be paid up to 30 - 45 days AFTER the month's end has passed. This would mean that tips earned in January would be expected to be paid by the end of February or the beginning of March - depending on the Hotel. This is based on the Month End and not the Assignment End. Each process is different and some hotels will settle quickly while others may face delays. How and When to Follow Up on Tip Payments: If you are still on Assignment then you should be informed by the Spa Manager regarding tip payments If the standard processing time has lapsed and you do not have an update, you should ask the Spa Manager or other Supervisor / Senior Level team member for an update If you are no longer at the Assignment and the standard processing time has lapsed, then you can contact the Company and we will connect with the Client to request an update on your behalf and share updates as we receive them If the Client is late in paying my Tips, will the Company pay in Advance? No, the Company does not owe you for the Tips earned on Assignment, our Client does and the Company does not have the resources available to pay any advancements to any Employees. Employees need to plan to receive their tips in line with the above and to understand that the process is not something that the Company or any person within the Company has any control over.

Article 16 - Workers Obligations The worker shall abide by the following: Performing the work by himself according to the direction and supervision of the employer or anyone acting on its behalf, and in accordance with the contract, and not outsourcing the work to any worker or any other person; Being committed to good behaviour and morals while undertaking work and adhering to honesty and professional integrity; Preserving the production means and work tools in his custody and maintaining them by taking the necessary actions to preserve them in the places designated for them; Keeping the confidentiality of information and data to which he has access by virtue of his work, not disclosing the work’s secrets and returning the items in his custody to the employer at the end of his service; Not keeping personally any original papers or hard or soft copies of documents related to work secrets without the permission of the employer or its representative; Implementing the occupational safety and health instructions prescribed at the establishment as per the legislation in force or work regulations and instructions; Working during the approved working days and working hours specified in the employment contract, communicating and responding in an efficient manner to complete the duties assigned to him efficiently; Continuously and diligently working to develop his functional and professional skills and enhancing the performance level he provides for the employer; Not working for others, in violation of the provisions hereof and other applicable legislation in this regard; Evacuating the accommodation provided by the employer, within a period not exceeding (30) thirty days from the date of end of his service. However, the worker may stay in the accommodation after the end of the said period, in case of the employer’s approval, and the worker shall bear the cost of stay or as agreed upon in writing with the employer; and Any other obligations prescribed under the provisions of this Decree-Law and its Implementing Regulation or any other legislation in force in the State.

Article 33 - Unpaid Leave The worker may, after obtaining the approval of the employer, have an unpaid leave, other than that referred to herein. The leave mentioned in this Article shall not be included in the worker’s service term at the employer or in the period of the contribution in the retirement scheme in accordance with the legislation in force in this regard.

Issued: January 2024 Updated: No. You are an employee of The Spa Resource Co and we are the only ones who can provide you with a reference of employment. We obtain the feedback from your Spas so we can provide details on your performance in the Spas. Although you are based in their spas and work alongside their teams, you are not an employee of our Client and cannot list them as a reference. If the Company receives a complaint from a Client that their details have been given as a reference for one of our staff, this will result in termination without notice. Our Client's information is protected and belongs to the Company, you do not have the right or permission to share this with anyone outside of the Company and doing so may put us in breach of legal agreements which are in place. The Company will be forced to take legal action against Employees who put us in breach of our Agreements and at risk of losing contracts.

While this is a very delicate subject, it's important that you know what our Obligations are to your family in case you pass away while under our Employ. The Company has the details of your mother & father as well as a contact number in your home country which you provided during the VISA Application Process. If these details change, you must let us know. In any case, we would contact your respective Embassy and request their assistance in locating & informing your family. Article 15 - Workers Entitlements at the Time of his Death In case of the worker’s death, the employer may hand over the worker’s family, any wages or financial entitlements due to the worker, in addition to the end-of-service benefits the worker is entitled to, in accordance with the provisions of this Decree- Law and its Implementing Regulation, within a period not exceeding (10) ten days from the date of death or from the date on which the employer became aware of the death of the worker. Subject to the provision of Clause (1) of this Article, the worker may specify in writing the concerned person from his family to receive his rights in case of his death. The employer shall bear all the costs of preparing and transporting the corpse of the deceased worker to his home country or place of residence if his family so requests. The Ministry may, in coordination with the concerned authorities, set a mechanism to keep the workers entitlements in case of his death if it was not possible to hand them over to his family or those entitled to receive them.

Article 40 - Temporary Suspension from Work The employer may suspend the worker temporarily from work for a period not exceeding (30) thirty days, in order to conduct a disciplinary investigation with him if the investigation interest so requires, along with suspending half the wage during the suspension period. If the investigation concluded keeping the case, non-violation or punishment of the worker by warning, the worker shall be paid the wage that was suspended during the suspension period. The employer may temporarily suspend the worker from work when he is accused of committing a crime of assault on oneself, money, or crimes related to breach of honour or trust, until a final judgment is issued by the competent judicial authority. His wage shall be suspended for the suspension period. If a judgment is issued for not putting the worker into trial, he was acquitted for absence of felony or the investigation concluded keeping the case due to lack of evidence, he shall be returned to work, along with paying his full suspended wage.

Issued: January 2024 Updated: Employees are requested to keep all non-urgent enquiries, questions or general contact within Company Office Hours which are: Monday - 9 am - 6 pm Tuesday - 9 am - 6 pm Wednesday- 9 am - 6 pm Thursday - 9 am - 6 pm Friday - 9 am - 6 pm Saturday - Closed Sunday - Closed If you have an emergency then you can get in touch with us at any time. However, non-emergency and non-urgent communication should be kept within the above days & times. Likewise, the Company does its best to respect your working hours and let you enjoy your time off without interruption or unnecessary messages/calls/emails unless for timely or urgent reasons.

Issued: January 2024 Updated: We judge the success of our team members based on how well they enliven our Core Values and also their overall suitability / 'fit' which takes into consideration their personality, how well they adjust to our team and with our clients and whether or not they have what it takes to be successful, overall. OUR CORE VALUES: Reliable Collaborative Impactful HOW CLIENTS ASSESS YOUR PERFORMANCE After each Assignment, we will ask the Spa Manager or Supervisor to provide us with feedback where they will rate your performance in each of the below categories rating 1-5 with 1 being Unacceptable, 3 being OK, and 5 being Outstanding! If you are rated a 1 or 2, we would consider this to be a cause for concern and, depending on the situation, a Written Warning may be issued along with an improvement plan. If you are rated a 3, this is OK but it's not what we're working towards. Our Clients and our own Company strive to deliver exceptional service, so while a 3 won't necessarily warrant a Warning, it does highlight an area where improvement is needed. If you are rated a 4 or 5, these are great scores and will ensure you get priority recommendations on the higher tier of Spas and you will have more opportunity for growth and responsibility within the Company - if you want it! WHAT IS THE CRITERIA THEY ASSESS YOU ON... IMPACTFUL:​ Revenue Increased Positive Guest Feedback Guests Rebooked Achieved Targets Set ​ Overall, the presence of the therapist had a positive impact on your business during the term. RELIABLE: On Time for Duty with Little or No Absences Followed Treatment Schedule Followed Spa Standards Proper Treatment Execution ​ Overall, you could rely on the therapist to fulfill their duties and follow instructions without intervention. COLLABORATIVE: Positive & Helpful Attitude Extended Hours / Flexible with Shift Supported Spa Objectives Worked Well with Team Members ​ Overall, the therapist was helpful and supportive of team objectives, showing a willingness to help others. SUITABILITY / FIT: Would you request this Therapist again and / or recommend them to others? HOW THE COMPANY ASSESSES YOUR PERFORMANCE Much of our assessment is based on having happy Clients, if their feedback is positive then you can expect your overall performance to be positive! There are a few other areas where we look at though: IMPACTFUL:​ High Scores from Clients Client Requests Flexibility for Assignments ​ Overall, you have a positive impact on our business and make strong contributions towards our growth RELIABLE: On Time for Assignments with Little or No Absences Accurate Clock-In & Clock-Outs in line with Schedule Responsive as Needed when On-Call Requires Minimal Supervision or Check-Ins ​ Overall, the Company can rely on you to fulfill your duties and follow instructions without intervention. COLLABORATIVE: Positive & Helpful Attitude Extended Hours / Flexible with Shift Supporting Company Objectives Working Well with Team Members ​ Overall, you are helpful and supportive of Company objectives, showing a willingness to help others. SUITABILITY / FIT: This is not an easy job and it won't be for everyone. The nature of our company requires people who are Flexible, Adaptable, Problem Solving, Responsible, and have a certain level of Confidence and Independence wherein they don't require a lot of time and attention in order to do their job. A Positive Attitude and a genuine Excitement for getting a new Assignment will play a vital role in your success. AVOID: Below are some indicators that you may not be a good fit for the Company Complaining about the job / travel / work / effort / Assignments etc. Not enjoying being busy or having back-to-back Treatments Not willing to learn new Treatments or do Training Not enjoying working to high-standards or finding it too much work Showing a pattern of conflict with others Showing reluctance when given an Assignment Complaining about Company Policies or asking the Company to adopt policies based on your preferences or personal circumstances Being physically unable to conduct the duties required of a Spa Therapist Talking negatively to other team members about the Company, its policies, etc. Encouraging other Team Members to join you in provoking the Company into a certain decision or action to change its Policies (This may be interpreted as an attempt at unionising which is illegal in the UAE and falls under gross misconduct)

Issued: August 2024 Last Updated: August 2024 Every Team Member receives a 400 AED transport / travel allowance as part of your salary. It is the responsibility of each team member to ensure they manage their personal expenses to be able to support their transport upto that amount. While on Assignment, the Company may provide you with a daily or weekly travel allowance depending on the location of your hotel and the estimated cost of getting there It is expected that Employees cover their travel up to 400 AED based on the most economical routes (metro or bus over taxi etc.) If you believe our estimated cost of travel is too low, you should contact us and share your concerns, we will review your feedback and take the necessary action if applicable If, however, an Employee chooses a more expensive form of travel, they will be responsible for covering the additional cost (choosing a taxi when the metro is available, choosing gold class metro over standard etc.)

Issued: January 2024 Updated: For your safety and the safety of your child, please follow the below procedure: If you think you might be pregnant, you must confirm it ASAP Home kits can give false results, so please get confirmation from a Dr If you are pregnant, you must inform the Company ASAP - this will be completely confidential The Company cannot be held responsible for any sickness, injury, death or other circumstance as a result of the Employee failing to disclose or attempting to hide a pregnancy - whether known or unknown The Company will not disclose your pregnancy to any other Employees, but we are duty bound to inform Clients where you are working Depending on the situation, we may have to amend or suspend Assignments During your pregnancy you may be placed On Call or given administrative duties At various points during your pregnancy, it will not be possible for you to conduct certain treatments or be exposed to certain products / oils When it is no longer possible for you to work or conduct your duties, the Company may require you to utilize accrued leaves OTTB or PH's ahead of your official Maternity Leave (in line with section 4 of Article 29 Employment Law allowing the Company to specify leave dates for the Employee) If you suffer with sickness or any other medical condition as a result of the pregnancy that requires you to miss work, please refer to the Sick Leave policy and Employment Law to be aware of your entitlement and rights Important - please refer to Article 30 - Maternity Leave UAE Employment Law to know your full entitlement and rights

Article 30 - Maternity Leave The female worker shall be entitled to a maternity leave of (60) sixty days, according to the following: a.The first (45) forty-five days with full wage; and b.The following (15) fifteen days with half wage. The female worker may, after using the maternity leave, be absent from work without a wage for a period not exceeding continuous or intermittent (45) forty- five days. If this absence is due to her sickness or her child’s sickness resulting from pregnancy or childbirth, which does not allow her to return to her work. Such sickness shall be proven by a medical certificate issued by the medical entity. This period is not included within the service term, for which the female worker is entitled to end of service benefits or the period of contribution in the retirement scheme in accordance with the legislation in force in this regard. The female worker shall be entitled to the maternity leave mentioned in Clause (1) of this Article if the delivery took place (6) six months or more after pregnancy, whether the fetus was born dead or alive and then died. If the female worker gives birth to a sick child or a child of determination, whose health condition requires a constant companion, according to a medical report issued by the medical entity, she has the right to a leave of thirty (30) days with full pay starting after the end of the maternity leave and she the right to extend the leave for a period of (30) thirty days without pay. The employer shall grant the female worker a maternity leave upon her request at any time, starting from the last day of the month preceding immediately the month, in which she is expected to give birth, and this shall be proven by a certificate issued by the medical entity. Being on a maternity leave or absent from work as mentioned in this Article shall not prejudice the female worker’s right to obtain the other leaves. If the female worker works for another employer during the period of her leave authorised in this Article, the original employer may deprive her of her wages for the leave period or redeem what he has paid to her. It is not permissible to terminate the service of the female worker or notify her of the same because of the pregnancy, having a maternity leave or her absence from work in accordance with the provisions of this Article. After returning from maternity leave and for a period of not more than (6) six months from the date of delivery, the female worker shall be entitled to one or two breaks per day to breastfeed her child, provided that the two breaks do not exceed an hour.

Issued: January 2024 Updated: No, attending Assignments is the job you're hired to do We have certain obligations to our Clients and your refusal to attend may put us in breach of those conditions which could result in financial loss, damage to our reputation, and even leave us liable to pay compensation and lose the Client altogether If you do not show up to an Assignment, whether you inform the Company of your intent or not, this would fall under Gross Misconduct and your contract with the Company would be terminated Showing reluctance, resistance, or negativity towards Assignments will likely result in disciplinary action, even if you do attend, as it can create an unhealthy work environment where people think you don't want to do the job you've been hired to do What would be perceived as reluctance, resistance or negativity towards Assignments? Sighing or Hesitation when being told of an upcoming Assignment Tone of voice and/or body language displaying negativity or disappointment General lack of excitement Complaining about details of the Assignment (I don't like that commute, I don't like that hotel/spa, I don't like that team/person, how long do I have to be there etc.) The Company works hard to secure partnerships with reputable brands and without these Assignments, none of us would have jobs. It is very disheartening when the person who has been hired responds negatively when being asked to do their job. You don't have to celebrate or jump with joy, but you should be professional and show gratitude for the Client giving us their business. IMPORTANT: If an employee implies that they will resign or take any form of retribution against the Company if they are not happy with an Assignment or the terms of the Assignment, a written warning will be issued to the employee for Insubordination and attempting to Coerce the Company for personal gain. Depending on the performance and history of the employee, the Company may move to Terminate the Contract without Notice.

Article 39 - Disciplinary Sanctions The employer or his representative may impose to the worker who violates the provisions of this Decree-Law, its Implementing Regulation and resolutions issued for its implementation, any of the following penalties: Written notice; Written warning; Deduction of not less than (5) five days per month from the wage; Suspension from work for a period not exceeding (14) fourteen days and non- payment of wage for the suspension days; Deprivation from the periodic bonus for a period not exceeding one year, regarding the establishments that adopt the periodic bonus system and the worker is entitled to obtain it according to the provisions of the employment contract or the establishment’s regulations; Deprivation of promotion at the establishments having a promotion system for a period not exceeding two years; Termination of service while preserving the worker’s right of end of service benefits. The Implementing Regulation defines the conditions, rules and procedures necessary for the imposition of any of the penalties referred to in Clause (1) of this Article and the mechanism of grievance thereof.

Issued: January 2024 Updated: The first thing to do is check the relevant Leave as per UAE Employment Law to know your entitlement and rights. Based on the kind of leave you are applying for, please follow the below procedure: Leave Requests: Refer to your payslip for your accrued annual leave days Make sure you have no upcoming Assignments already booked Leaves are based on consecutive calendar days, not working days Log into the Connecteams App and under 'HR & Skills' select 'Time Off' Input the dates you would like to have your leave and whether it is Time Off / Sick Leave / Unpaid Leave If Time Off, please put in the comments whether it is Annual Leave / PH / Maternity / Bereavement / OTTB etc. You should also put in the comments if you will be leaving the country for this leave or if it is local leave If you are leaving the country, it is your responsibility to ensure you book your return flight with enough time to get back to work and report for any Assignments You must wait for your leave request to be approved via the App before booking any flights or making any arrangements / plans for your desired time off In the event your request cannot be approved, the Company is not responsible for compensating you for any financial loss as a result of you scheduling any flights / hotels / cars / any other reservation, event, or plan before your request was confirmed If you choose to book a flight back on the same day or evening prior and this flight is delayed or canceled for any reason causing a delay in your scheduled return to work you will not be paid for the additional days missed (as per UAE Employment Law) and may face disciplinary actions if it impacts Clients Time Off Requests are approved on a first-come, first-served basis. If your leave request is rejected due to another team member already having that time off, the Company will not get involved in requests to change or swap dates, for any reason. If an Employee would like to request another to change or swap dates, they may do so by approaching them directly and both parties must willfully consent to the change by submitting a request in writing to info@thesparesourceco.com. No team member has the right to use intimidation or take retribution / threaten negative consequences towards another employee if they refuse a request to change or swap leave dates. Possible Reasons for a Rejected Leave Request: Below are some of the most common reasons the Company may reject your Leave Request, including but not limited to: Too many team members already have that time off The Company has already confirmed an Assignment during the dates you are requesting You are requesting leave during an active Assignment You are requesting leave exceeding 30 consecutive calendar days You are requesting leave during 'peak months' where high seasonal demand is expected (October - March) You have not (or will not) have accrued sufficient leave days to cover your requested time off Paid Sick Leave requests submitted without a Sick Leave Certificate from the Dr. stating the number of days you are signed off sick Requesting paid leave during your probation period Bereavement Leave requests submitted without the accompanying documentation (please refer to Bereavement Leave Policy) IMPORTANT: If an employee implies that they will resign or take any form of retribution against the Company if a Leave Request is not approved, the request will immediately be denied and a written warning will be issued to the employee for Insubordination and attempting to Coerce the Company for personal gain.

Issued: January 2024 Updated: By law your schedule must; Allow for at least 1 full day of rest per week Ensure your working hours do not exceed 48 in each week (not including breaks) Provide compensation for any hours worked over 48 which can either be 'time for time' or overtime pay (which is your standard hourly rate plus 25%) Overtime Hours (OT) Overtime hours are to be offset / given as time back before the end of each assignment Pending hours will either be given back by the Company or paid at the overtime hourly rate as per UAE law The Company has final decision whether overtime hours will be paid or given as time back and can schedule OT time back (OTTB) during your On Call shifts at its discretion For the Company to support you and ensure you are not overworked or are accurately compensated for overtime hours, it is essential that you keep a true record of your working days and hours using the Connecteams app. If you’re constantly forgetting to clock in or out or are requesting time changes due to errors in your timekeeping, it makes it very difficult to keep track. It is the therapist’s responsibility to track their own hours and the Company is not responsible for any errors or inaccuracies in compensation as a result of poor record keeping.

Issued: January 2024 Updated: In your offer letter, you agree to our non-compete clause which is in line with Article 10 of the UAE Employment Law and specifies that you cannot work with another company offering the same (or similar) services that we do for a period of 1 year after leaving our company. The Company will not object to you: Working in any other Spa in a set location as a full-time employee Working for any of our Clients as a full-time employee, provided the Client sought written permission and followed the terms of our agreement with them The Company will object to you: Working for another outsourcing company providing any form of outsourced services, including but not limited to, temporary / short-term / casual spa therapists or any other wellness, fitness or spa related support to hotels & day spas Working for another outsourcing company in any capacity whether full-time, part-time, or contracted and whether as an Employee or Consultant or other Working for another Company that has the ability to compete with our services, in any capacity whether full-time, part-time, or contracted and whether as an Employee or Consultant or other Obtaining a license yourself and offering any form or outsourced services including, but not limited to, temporary / short-term / casual therapist or any other wellness, fitness or spa related support to hotels & day spas either for you and / or others This applies to any country or area where we operate or will operate Why do we have this Clause? To protect us. Right now, we are the first and only company offering this specialist service and while that gives us a market advantage, it also means that if anyone else tries to compete with us, they will want to target our staff because we will have done a lot of the hard work for them. This clause is necessary to: Protect our trade secrets from being passed on to Competitors Protect from poaching - Competing companies can't hire from us without facing fines & penalties so this should deter them from trying You have access to, knowledge of, and contact information from our Clients The Clause is valid for 1 year following the termination / natural end of your Contract with us and you can read the Employment Law which covers this below: Article 10 - Non Competition Clause If the work assigned to the worker allows him to gain knowledge of the employer’s clients or have access to its work secrets, the employer may require that the worker under the employment contract shall not, after the expiry of the contract, compete with the employer or be engaged in any competing project in the same sector, provided that the requirement is specified, in terms of time, place and type of work, to the extent necessary to protect the legitimate business interests. The non- competition period shall not be more than two years from the expiry date of the contract.

Article 31 - Sick Leave If the worker is infected by a disease not arising from work injury, he shall inform the employer or his representative about his sickness, within a period not exceeding (3) three working days, and submit a medical report on his condition, issued by the medical entity. The worker shall not be entitled to a paid sick leave during the probationary period. However, the employer may grant him a sick leave without pay, based on a medical report issued by the medical entity that stipulates the necessity of granting the leave. After the end of the probationary period, the worker may be entitled to a sick leave of not more than (90) ninety continuous or intermittent days per year, provided that it is calculated as follows: a. The first (15) fifteen days with full pay; b. The following (30) thirty days with half pay; c. The following period unpaid. The worker shall not be entitled to a wage for the sick leave if the sickness resulted from the misconduct of the worker, in accordance with the cases defined by the Implementing Regulation hereof. The employer may terminate the worker’s service after finishing his sick leave referred to in this Article if he is unable to return to his work, provided that the worker receives all his financial entitlements in accordance with the provisions of this Decree-Law and its Implementing Regulation.

Article 29 - Annual Leave Without prejudice to the worker’s acquired rights for the period preceding the date of enforcement of the provisions of this Decree-Law, the worker shall be entitled to an annual leave with full wage, of not less than; a. Thirty days for each year of extended service; b. Two days for each month if his service term is more than six months and less than a year; c. A leave for parts of the last year he spent at work if his service is ended before using his annual leave balance. The part-time worker shall be entitled to an annual leave according to the actual working hours the worker spends working for the employer and its period shall be defined in the employment contract, in accordance with what is stipulated in the Implementing Regulation hereof. The employer may agree to grant the worker a leave from his annual leave balance during the probationary period, while the worker shall reserve his right to be compensated for the remainder of his annual leave balance in case he does not pass the probationary period. The worker shall obtain his leave in its entitlement year and the employer may specify the dates of these leaves according to work requirements and in agreement with the worker, or grant them alternately among the establishment’s workers, in order to secure its work progress. The employer shall notify the worker of the specified date for his leave within a sufficient time of not less than a month. The worker may, with the approval of his employer and in accordance with the applicable regulations at the establishment, carry forward his annual leave balance or days thereof to the following year. The worker shall be entitled to the wage for the period of his annual leave. The holidays prescribed by law or by agreement are included in the calculation of the annual leave period if they fall within the annual leave of the worker and they form a part thereof, unless the employment contract or the regulations in force at the establishment provide for anything that is more useful for the worker. The employer may not prevent the worker from benefiting from his annual leave accrued for more than two years, unless the worker wishes to carry it forward or receive a cash allowance for it, in accordance with the regulations in force at the establishment and the Implementing Regulation hereof. The worker shall be entitled to a wage for the accrued leave days if he quits the work before using them, regardless of the leave duration, with respect to the period for which he did not obtain his leave. He shall also be entitled to receive leave wage for parts of the year in proportion to the period he spent in work and it shall be calculated according to the basic wage. The Implementing Regulation hereof defines the rules and conditions for regulating leaves and their compensation.

Article 13 - Employers Obligations The employer shall comply with the following: Maintaining the workers’ files and records as per the conditions, rules and procedures issued by a resolution of the Ministry, provided that the period of keeping the worker’s file shall not be less than two years after the date of the worker’s end of service; Not withholding the official documents of the worker or forcing him to leave the State at the end of the employment relationship; Providing rules regarding the organisation of work,such as the regulation of work instructions, penalties, promotions, rewards and other by-laws and regulations, according to the rules specified by the Implementing Regulation hereof; Providing the worker with proper accommodation licensed by the competent authorities in accordance with the rules, conditions and standards in force in the State, or paying to him an accommodation allowance in cash or including it in the wage; Investing in the development of the skills of workers working for its service and providing the minimum amount of training, qualification and empowerment tools and programmes as per the provisions of this Decree-Law and its Implementing Regulation; Providing the necessary means of prevention to protect workers from the risks of occupational diseases and injuries that may occur during work, ensuring the provision of regulations on guidance and awareness, providing appropriate training for workers to avoid such risks, conducting periodic evaluation to ensure that all parties to the employment relationship comply with and meet the requirements of health and occupational security and safety, in accordance with the provisions of this Decree-Law, its Implementing Regulation and the legislation in force in this regard; Taking the necessary actions to ensure that the worker is aware of his rights and obligations at work, according to the tools and methods appropriate to the nature of the work and the workers therein; Bearing the costs of the worker’s medical care in accordance with the legislation in force in the State; Bearing the expenses of insurances, contributions and guarantees defined by the legislation in force; Not allowing the worker to work for others, except in accordance with the provisions hereof; Giving the worker, as per his request and upon expiry of the employment contract, a certificate of experience, without fees, indicating the date of his commencement of work, the date of its expiry, his entire service term, job title or type of work he was performing, the last wage he was receiving and the reason for the termination of the employment contract, provided that the certificate does not include anything that may harm the worker’s reputation or limit his chances of finding new job opportunities; Bearing the repatriation expenses of the worker to his place of recruitment or any other place that both parties had agreed upon, unless he has already joined the service of another employer or unless the reason for terminating the contract was attributed to the worker, then that the latter shall be liable for incurring those expenses; Providing a safe and appropriate work environment; and Any other obligations stipulated under the provisions of this Decree-Law, its Implementing Regulation, resolutions of the Cabinet or any other legislation in force in the State.

Issued: January 2024 Updated: The Company follows the UAE Employment Law as it relates to your working hours which is as follows: The maximum normal working hours for workers shall be (8) eight hours per day or (48) forty-eight hours per week. The Cabinet may, based on the Minister’s proposal and in coordination with the concerned authorities, increase or reduce the daily working hours for some economic sectors or some categories of workers, as well as the working hours, break and hours during which it is prohibited to work for certain categories of workers, according to the workers’ classification specified in the Implementing Regulation hereof. The periods spent by the worker during the commute between his place of residence and the workplace, shall not be counted in the working hours. The Implementing Regulation hereof specifies the working hours in Ramadan. If the worker works based on a pattern other than the full-time pattern, the original employer, or any other employer for which the worker works in accordance with the provisions hereof, may not ask the worker to work for it more than the hours agreed upon in the employment contract, except with the written consent of the worker. If the worker wishes to perform his work remotely, whether inside or outside the State, with the approval of the employer, the latter may require specific working hours. Your scheduled hours are provided either by the Hotel when you are on Assignment or by the Company when you are 'On-Call'. Any Overtime worked falls under our OT policy.

Article 28 - Public Holidays & Workers Work During Holidays The worker shall be entitled to official days off with full pay on public holidays, which are defined by a resolution of the Cabinet. If work conditions require that the worker works during any of the public holidays, the employer shall compensate him with another day off for each day, on which he works during the holiday, or pay him the wage for that day according to the wage established for the normal working days, plus an increase of not less than (%50) fifty percent of the basic wage for that day. The Company will determine if payment or time for time compensation shall be given.

Article 43 - Employment Contract Termination Notice Either party to the employment contract may terminate the contract for any legitimate reason, provided that the other party is notified in writing and work shall be performed during the notice period agreed upon in the contract, provided that such period is not less than (30) thirty days and not more than (90) ninety days. The employment contract continues to be valid throughout the notice period referred to in this Article and is terminated upon expiry of such period. The worker shall be entitled to his full wage for that period according to the last wage he was obtaining and he shall work during that period if the employer requests the same from him. It may be agreed upon exemption from the notice period condition or reducing its period while preserving all the rights of the worker for the notice period agreed upon in the employment contract, provided that the notice period is the same for both parties unless it serves the interests of the worker. The party who did not abide by the notice period shall pay to the other party compensation, which is called notice period allowance, even if the absence of notification does not cause damage to the other party and the compensation shall be equal to the worker’s wage for the full notice period or the remaining part thereof. The notice period allowance is calculated according to the last wage received by the worker for those who obtain their wages on a monthly, weekly, daily or hourly basis, and according to the average daily wage referred to herein for those who obtain their wages on a piecework basis. If the employment contract is terminated by the employer, the worker shall have the right to be absent during the notice period for one working day without pay per week, in order to search for another job. The worker may specify the day of absence, provided that he notifies the employer of the same (3) three days at least before the absence day. Article 35 - Validity of Notice Period in case of Termination of the Contract during the Leave If either party to the employment contract wishes to terminate the contract in accordance with the provisions of this Decree-Law and its Implementing Regulation, while the worker is on the leave, the validity of the notice period agreed upon in the employment contract shall not begin, except from the day following the day scheduled for the worker’s return from the leave, unless both parties agree otherwise. Please check the Company Policy on the correct way to inform us of your resignation.

Issued: January 2024 Updated: We would be very surprised if one of our Clients did this as it's against the law and in breach of our contracts, however if it does happen or if a previous employer of yours asks you to cover for them you should do the following: Refer them to the Company to book you via us, provided you are available You are not allowed to do temporary or part-time work for anyone that has not been booked via the Company, even if it is your day off or you are on annual leave It is against the UAE Law for you to work for anyone other than us without our written permission Breaking this Law will result in termination for Gross Misconduct We will also report the company who was breaking this law

The following is taken directly from Article 51 of the UAE Employment Law. Any update or change to the Law will supersede the below as the Company will follow the most recent publications. The national worker shall be entitled to end of service benefits at the end of his service, in accordance with the legislation regulating the pensions and social securities in the State. The full-time foreign worker, who completed a year (365 days) or more in continuous service, shall be entitled to end of service benefits at the end of his service, calculated according to the basic wage as per the following: a. A wage of (21) twenty one days for each year of the first five years of service; b. A wage of (30) thirty days for each year exceeding such period. The foreign worker shall be entitled to a benefit for parts of the year in proportion to the period spent at work, provided that he completed one year of continuous service. The unpaid days of absence from work shall not be included in the calculation of the service term. Without prejudice to the legislation regarding the granting of pensions or retirement benefits to workers in some establishments, the end of service benefits shall be calculated according to the last basic wage the worker was entitled to, with respect to those who receive their wages on a monthly, weekly or daily basis and according to the average daily wage stipulated in the provisions hereof for those who receive their wages on a piecework basis. It is required based on the foregoing that the end of service benefits for the foreign worker in its entirety does not exceed two years’ wage. The employer may deduct from the end of service benefits any amounts payable under the law or a judgment, in accordance with the conditions and procedures specified in the Implementing Regulation hereof. The Cabinet may, based on the Minister’s proposal and after coordination with the concerned authorities, approve other alternative schemes for the end of service benefits scheme and the issued resolution specifies the conditions, rules and mechanism of contribution in these schemes. The employer shall pay to the worker, within (14) fourteen days from the end date of the contract term, his wages and all his other entitlements stipulated herein and resolutions issued for its implementation, the contract or the establishment’s by-laws.

Article 32 - Various Leaves 1. The worker shall be entitled to a paid leave in the following cases: a. A bereavement leave of (5) five days, in case of death of the husband or wife and (3) three days in case of death of the mother, father, son, brother, sister, grandson, grandfather or grandmother, starting from the date of death; b. A parental leave for a period of (5) five working days, for the worker (either the father or mother), who has a newly born child, in order to take care of his child and the worker is entitled to such leave for a continuous or intermittent period, within (6) six months from the date of the child birth; c. Any other leaves specified by the Cabinet. The worker may be granted a study leave for a period of (10) ten working days per year for the worker who is enrolled or regularly studying at one of the educational institutions approved in the State, in order to sit for exams, provided that the service term at the employer is not less than two years. The national worker shall be entitled to a sabbatical paid leave to perform the national service, in accordance with the legislation in force in the State. In order to obtain the leaves referred to in this Article, proof of the same shall be provided from the concerned authorities. The Implementing Regulation specifies the provisions for granting and regulating the leaves mentioned in this Article.

Issued: January 2024 Updated: The probation period is a specified duration which serves as a 'trial' for both the Employer and the Employee Your employment with the Company is not guaranteed until you successfully pass your probation Your probation period at the Company is for a term of 6 months from your start date Either party can terminate the contract at any time during this term without notice by mutual consent, or one party serving the other a minimum of 14 days' notice, or, 30 days' notice if the employee is leaving to work with another company in the UAE The employee is required to work the notice period unless mutually agreed otherwise The Company will use this time to evaluate how well you fit into the role and we will assess this based on your performance, attitude, flexibility, and feedback from our Clients. If Successful: You will receive a letter of confirmation from the Company and Congratulations! This letter may be given in person or sent via email depending on your location at the time Legally, your probation is automatically considered successful if your Employment continues beyond the end of your probation period After your probation, you will be entitled to take paid leaves Although your contract is not valid until you pass your probation period, the time worked during your probation is counted towards your contract term upon passing If Not Successful: You will receive a letter from the Company informing you of the same It is our preference to issue this letter in person, however, if this is not possible the letter is still valid when served over email The Company is required to provide you with a minimum of 14 days' notice or inform you not later than 14 days before the end of your probation The Company can issue this notice at any time during the probation period, provided it is not less than 14 days before the end date of the probation You are required to work your notice period and if you are on an Assignment during that time, you are legally required to maintain professional integrity Depending on the situation and availability, the Company may replace you and have you work 'on-call' during the notice period If the Company requests you not to work during the notice period, legally you are still entitled to be compensated for the equivalent days If you refuse to work during the notice period, legally you are required to compensate the Company for the equivalent days If you attend work, but refuse to fulfil the duties and obligations required as per your job description, this will be deemed as a refusal to work You are more likely to be successful if: You enliven our values of being Reliable, Collaborative, and Impactful You complete successful Assignments with positive Client feedback You follow all the policies and procedures of the Company You are a positive and supportive team member You are flexible and display a positive attitude towards working at the Company and with our Clients and other Team Members The Company sees you being successful longer-term You are least likely to be successful if: You are not being Reliable, Collaborative, and/or Impactful You don't complete successful Assignments with positive Client feedback You do not follow and/or challenge the policies and procedures of the Company You are negative towards the Company, Assignments, Clients or other Team Members You are not flexible and/or resist following the terms of your employment The Company does not see you being successful longer-term If you are unsuccessful it's important to remember that this doesn't mean you aren't a talented Therapist or a good Employee. It simply means that the Company doesn't think you will enjoy, or be successful, working with us long-term. Some Therapists who are not right for us will thrive in a set work environment where they have more consistency and stability in their work life.

Article 9 - Probationary Period The employer may appoint the worker under a probationary period not exceeding (6) six months from the date of commencement of work. The employer may terminate the service of the worker during this period after notifying the latter of the same in writing fourteen (14) days at least before the date specified for the termination of service. It is not permissible to appoint a worker under a probationary period more than once at one employer, and if the worker successfully passes the probationary period and continues to work, the contract shall become valid according to the agreed terms. This period shall be counted within the term of service. If the worker wishes to move during the probationary period, to work for another employer in the State, he shall notify the original employer of the same in writing within not less than one month from the date of his wish to terminate the contract. Then, the new employer shall compensate the original employer for the costs of recruitment or contracting with the worker, unless otherwise agreed upon. If the foreign worker wishes to terminate the employment contract during the probationary period, to leave the State, he shall notify the employer of the same in writing not less than fourteen (14) days from the date specified for the termination of the contract. If he wishes to return to the State and obtain a new work permit within (3) three months from the date of departure, the new employer shall pay the compensation stipulated in Clause (3) of this Article, unless in case of an agreement between the worker and the original employer to the contrary. If either party terminates the employment contract without taking into consideration the provisions of this Article, it shall pay to the other party compensation equal to the worker’s wages for the notice period or the remaining period of the notice period. If the foreign worker leaves the State without abiding by the provisions of this Article, he shall not be granted a work permit to work in the State for one year from the date of leaving the State. The Ministry may exclude some job categories, skill levels or workers from the condition of not granting a work permit, stipulated in Clauses (4) and (6) of this Article, in accordance with the rules and procedures specified by the Implementing Regulation hereof.

Issued: January 2024 Updated: It's never an easy decision to make when leaving a Company, but sometimes it's the best thing for you and ultimately, for the Company too, and it doesn't have to be a bad thing! Just follow our policy below and make sure you leave on good terms, you never know when our paths might cross again or you might want to return in the future! Important - you can also refer to the Termination of Employment Contract under UAE Employment Law Company Policy: Employees must submit Resignation in writing via email to info@thesparesourceco.com and provide a minimum of 30 days notice Employees who are on Assignment must not inform the Client of their resignation, the Client will be informed by the Company of any changes to the scheduled therapist Employees who are on Assignment or have a scheduled Assignment upcoming may not be granted a reduction in their notice period or use of accrued leaves during their notice Employees who are On Call or have no immediate Assignment scheduled may be granted a reduction in notice period or use of accrued leave during their notice at the discretion of the Company and depending on operational needs Employees may not give resignation notice while on Annual Leave or immediately ahead of Annual Leave as per Article 35 of the Employment Law Employees who resign ahead of an approved Annual Leave may have this leave cancelled or their notice period will be suspended during their leave and the remaining duration served on their return unless agreed otherwise in writing by the Company WHAT HAPPENS AFTER I RESIGN? The Company will confirm receipt of your resignation and your last working day If you are on Assignment, the Company might replace you and put you On Call depending on the situation On your last working day (LWD) or the next working day after (if it falls on a Friday, Saturday or Sunday), you'll be invited to meet with the relevant person for an Exit review and to sign relevant paperwork If you have anything belonging the Company, you will need to return it during the Exit review If you have anything belonging a Client, you will need to return it ahead of the Exit review You will be asked to confirm that you have deleted all contact details of all current and previous Clients (which should be done after each assignment) Following the Exit review, the Company will deposit your Final Salary including End of Service Benefits into your account within 10 days (as per UAE Law) After you have received all dues, you will be required to assist the Company with all necessary documentation and timely signatures for cancellation of your VISA etc. The Company will issue you with your VISA Cancelation paper which will inform you of the date you are required to either leave the country or have your status changed by your new Employer If you are leaving the UAE, the Company will arrange for your one-way repatriation flight back to your home country If you were hired within the UAE and the Company is not liable for repatriation flights, you will still be required to exit the Country within the specified timeframe on your VISA Cancelation paper, at your expense If you are not leaving the UAE and are staying to join another Company you are still responsible for ensuring you either leave the country and return on a Visit Visa or have your Change of Status issued before the deadline stated on your Cancelation Paper You must provide the Company with evidence of your exit from the UAE or your Change of Status paper - the Company is not liable for any overstay fines you accrue WHAT IF I'M ON A LONGER ASSIGNMENT? If you don't want to finish the Assignment: You're still only obligated to give us the relevant notice in line with your situation Please do not inform our Client of your resignation or intent to resign, this will be handled by the Company If you want to finish the Assignment: You can give us notice of your resignation stating your last working day as the same end date mentioned on your Assignment Letter The Company will let you work out the Notice on Assignment provided your performance is not impacted The Company will not permit any extension to the current Assignment if requested by the Client and we will not schedule you for any future Assignments Please do not inform our Client of your resignation or intent to resign, this will be handled by the Company Remember: Continue to honour your commitment to the Company and our Clients during your notice period You are still bound by the contract during your notice period The Company can still issue Warnings and disciplinary action for poor performance during the notice period Don't forget the Non-Compete which applies for 12 months from your last working day, even if you work for and leave another company in between that time

Gross Misconduct refers to Article 44 of the UAE Labor Law - Cases of the Workers Dismissal without Notice which reads: The employer may dismiss the worker without notice after conducting a written investigation with him and the dismissal decision shall be in writing and justified and the employer or its representative shall hand it over to the worker in any of the following cases: It is proven that the worker impersonated another person, or submitted forged certificates or documents. The worker committed a mistake that resulted in gross physical losses to the employer or the he deliberately damaged the properties of the employer. The worker violated the instructions of the establishment’s by-law related to the safety of work and workers or the workplace, provided that they are written and available in a visible place and the worker is informed of the same. The worker did not perform his basic duties according to the employment contract and he continued breaching them despite conducting a written investigation with him for this reason and he is notified and warned of dismissal twice if this is repeated. The worker disclosed work secret(s) related to the company or intellectual property, which resulted in losses to the employer, missed opportunity or achieving a personal benefit for the worker. The worker is drunk during working hours, is under the influence of narcotics or psychotropic substances, or commits an action breaching the public morals at the workplace. The worker assaults during work, the employer, manager in charge, one of his superiors or colleagues at work, by word, action or any form of assault that is punishable under the legislation in force in the State. The worker is absent without a legitimate reason or excuse accepted by the employer for more than (20) twenty intermittent days during one year or more than (7) seven consecutive days. The worker exploited his position in an illegal way to obtain personal results and gains. The worker joins another establishment without abiding by the rules and procedures prescribed in this regard. For further clarity any of the Company policies which specify failure to follow them would result in Gross Misconduct or Immediate Termination are covered under section 3 and / or 4 of this Law. Company Confidentiality and Client Confidentiality are covered by section 5 of this Law.

Issued: January 2024 Updated: Yes, if this is not the right job for you, you are well within your rights to resign at any time. The Company prefers this as we do not want Employees working with us who don't want to be here or don't enjoy the job. Please refer to the Probation Period - UAE Employment Law for full details but below is what you need to be aware of: You must provide your notice in writing via email to info@thesparesourceco.com ideally within Company Office Hours If you are resigning to join another Company, you are required to give us a minimum of 30 days' notice and disclose who your new Employer is Your new Employer is legally obligated to compensate us for our expenses when hiring you If you are resigning to leave the UAE, you are only required to give us 14 days notice If you return to the UAE and are issued a work permit within 3 months of leaving, your new Employer is legally obligated to compensate us for our expenses when hiring you WHAT IF I'M ON AN ASSIGNMENT? If you don't want to finish the Assignment: You're still only obligated to give us the relevant notice in line with your situation Please do not inform our Client of your resignation or intent to resign, this will be handled by the Company If you want to finish the Assignment: You can give us notice of your resignation stating your last working day as the same end date mentioned on your Assignment Letter The Company will let you work out the Notice on Assignment provided your performance is not impacted The Company will not permit any extension to the current Assignment if requested by the Client and we will not schedule you for any future Assignments Please do not inform our Client of your resignation or intent to resign, this will be handled by the Company

It will be stated on your Assignment Letter If it is not mentioned on your Assignment Letter then the Client has not approved commissions

Like any job, there will be Assignments that you like and others that you don’t You don't have to like everyone or every location, but you do have to remain professional, respectful, reliable, collaborative and impactful during the time you are with them If you have a disagreement or a problem with team members, guests, other people in the hotel, or you don't like the way the spa operates, you should speak to the Spa Manager or Supervisor as the Company has no jurisdiction over these issues If your safety is at risk or you’re being asked to conduct treatments for which you are not trained or which are not appropriate / professional in nature, then you must alert the Company and we will take the necessary action on your behalf While it's our desire to have our team members enjoy their assignments and the different experiences they provide, we know we can't make everyone happy all of the time. So a lot if comes down to you and whether you choose to focus on the positives and what you're learning, or if you focus on what you don't like and the only person who has control over this, is you

This will be stated on your Assignment Letter, make sure you read it carefully

Issued: January 2024 Updated: You will receive an email from the Company with an Assignment Letter attached Please read the letter carefully as it will provide you with details of a contact person at the Spa, as well as all your inclusions and entitlements It is important that you acknowledge receipt of the email and letter

YES! Of course this depends on what is specified in your Offer Letter and agreed during the hiring process If it was agreed before joining the company that you would not go to other Emirates then the Company will respect that but it might restrict / limit the Assignment opportunities available to you From 2024, the Company now follows a strict ‘fully flexible’ hiring policy, this means that we will only hire team members who are flexible to go to any location and stay in Hotel Accommodation as and when required

You can ask, but it is up to the Client to determine which day(s) they can give you The whole point of our service is to fill the gaps in our Client's manning, this means we adapt to fit their schedule and their operational demands Being flexible is a big part of your job so it's expected that you be ready for changes to your schedule on a regular basis The Company will do its best to give you the same scheduled day(s) off while you are 'On-Call', but this is not promised and it is not a condition of your employment

We would be very surprised if one of our Clients did this as it's against the law and in breach of our contracts, however if it does happen or if a previous employer of yours asks you to cover for them you should do the following: Refer them to the Company to book you via us, provided you are available You are not allowed to do temporary or part-time work for anyone that has not been booked via the Company, even if it is your day off or you are on annual leave It is against the UAE Law for you to work for anyone other than us without our written permission Breaking this Law will result in termination for Gross Misconduct We will also report the company who was breaking this law

Issued: January 2024 Updated: August 2024 This is a request we have received from employees in the past, and despite best efforts, at this time it is unlikely that Therapists will earn commissions during assignments. Spa Managers / Directors understand the impact commissions have on Therapists, as do we at the Company, however, in our experience so far, Hotel's will not enter into an agreement allowing third party contractors (our team) to earn commissions in their properties. In the past, when we have made this a mandatory clause, we have subsequently lost contracts which cost the company tens of thousands in revenue and prevented our growth. As such, the Company has a firm stance on commissions which is as follows: No Team member was hired on the promise of earning commissions The Company shared its salary and benefits package, in writing to all applicants during the hiring process giving you the option to accept or decline an interview Every Employee willingly accepted their offer of employment knowing that commissions were not included Therefore, we ask that team members respect the terms of their employment and understand that it is inappropriate to expect or ask the Company amend its terms to accommodate your preferences. All team members in our Company have the freedom of choice and if the salary & benefits are not aligned with your expectations then you are free to find an alternative place of work which provides a package you will be more satisfied with.

Below are some examples of questions which you are OK to answer How long have you worked with the Company? How many people work in the Company? How long has the Company been operating? What other Assignments have you done? What areas do does the Company service? Where did you work before? Be discreet and professional, don't go into too much detail and never tell a Client you lack experience in high-end spas. Below are some examples of questions which you should NOT answer How much do you get paid? Do you only get paid when you're on Assignment? How did the Company hire you? / What was your interview process like? How many Clients does the Company have? Was it busy on your last Assignment? Did the other Spas pay you commissions? What were the tips like in the other Spas? What do other Spas use / do / train? Do not discuss any details about any of our business practices, our policies, or give any details about how our Company runs. We are new to the market and the industry is small, you never know if this information might make its way back to someone who is looking to start a competing business. Never discuss anything to do with our Clients - even to team members or other therapists - including, their operations, team, salaries & benefits, business levels, guests etc. This will be in breach of Client Confidentiality which you agreed to when signing your Offer Letter. Breaching this would be Gross Misconduct as it would damage our reputation and could risk the Company facing legal action if Clients discover our team are sharing details of their business. If anyone asks you about something that you cannot discuss, simply say: "I'm sorry but we have strict Client Confidentiality so I'm not allowed to discuss that." This reply will earn you the trust and respect of the Client as they will see you have integrity and take confidentiality seriously. If they try to pressure you or say that you can tell them and they won't tell anyone else, you should say: "If you'd like to know that information, you can contact our Company and ask." They will never do that because they know what they're asking is wrong. To be safe, you should assume that if a Client does this, they are testing you to see if you are following the Client Confidentiality which covers them too. Likewise, it is Not OK for you to know details about the salaires or compensation of our Clients Employees. This is unprofessional and our Clients would not be happy knowing that you have this information. You should never ask the team member of a Client about their Salary or Benefits or tell them yours.

Issued: January 2024 Updated: They will teach you about their operations, treatment menu and guest standards, and it’s important you ask any clarifying questions you might have, if you’re unsure what to ask here are some suggestions: What do you do in case of an Emergency or Evacuation? What is the Tip Policy for the Spa? Should you declare cash tips? What are their expectations from you while you are there? How can you be IMPACTFUL? Who is your main / first point of contact for questions or concerns while you’re there? Who is the best person to contact when they are not around or on their day(s) off? Who should you contact if you have trouble getting access to the hotel / accommodation / transport?

No, the company pays you allowances in your salary which are for general living expenses, if you were ‘on-call’ you would still need to buy and cook your own food and this doesn’t change when you are on Assignment The Client should never charge you for use of a kitchen / gas / electricity / shower water etc. if this happens you should alert the Company

You are able to track your commission earnings while you are on property and the hotel will inform you how and when payment will be made If you believe there are errors, and you are still on assignment, then you should speak to the Spa Manager (politely and respectfully) If you are no longer on assignment, then you can inform the company and we can coordinate with the Client to clarify Here's an example on how to approach the subject with a Spa Manager or Supervisor if you have questions regarding your commission amount: "Excuse me Ms. / Mr. (Clients Name), thank you for giving me the opportunity to earn commissions in your Spa. I have received (X) payment and I would like to ensure I have understood the calculations correctly, who is the best person for me to speak to about it?" Let them answer and be ready to show any variances that you have noticed. Do not assume that you are right and they are wrong, approach it as if you are seeking clarity. Here's an example on how to approach the subject with a Spa Manager or Supervisor if you have questions regarding your commission payment date: "Excuse me Ms. / Mr. (Clients Name), thank you for giving me the opportunity to earn commissions in your Spa. Can I ask if payment will be made to my account or should I collect them from a specific person/location?" Let them answer and, if necessary, follow up with the question "Thank you, and do you know when I should expect to receive them?"

If you made friends with people and you each want to stay in touch then of course Our Confidentiality clause applies for any communication with friends though so please keep that in mind All other contacts should be deleted from your phones or emails You are not to save or use any contact details of our Clients without the written permission of them and the Company It is not allowed for Company employees to contact Clients and ask about jobs for them or their friends, or for any other reason If a Client contacts you, you should report this to the Company Contacting anyone without their permission could damage the reputation of the Company and lead to loss of Clients

You must inform the Client as soon as possible, it is your responsibility to do this and they may need to make changes to guest bookings, so provide as much notice as possible If it is your first day you should contact the person who was identified on the Assignment Letter Inform them of the reason for your lateness and when you expect to arrive – and be apologetic You also need to inform the company that you were late, but it is most important that you inform the Client first Depending on the reason(s) and frequency of your lateness, you may face disciplinary consequences

When you’re on Assignment, you’re not expected to be in constant contact or communication with the Company as your focus should be on our Client and their Guests We LOVE to hear from you when you have some positive news (like great feedback from a guest or the client), or if you want to share photos & videos to let the other Therapists see what it’s like in your Spa. We like to share content this on our App We do ask that if you receive a notification, email, or whatsapp message from the Company that requires a response, that you do so within 24 hours

Issued: January 2024 Updated: Wear smart black pants, comfortable black shoes & a black t-shirt / top Be appropriately groomed (as per our grooming policy) Plan to arrive at least 15 to 30 minutes early When you arrive, WhatsApp or call the Contact Person who was identified on your Assignment Letter and let them know If the person is not responding or has not seen your WhatsApp, make your way to the Hotel Spa and introduce yourself to the reception team and ask them to inform the Manager / Supervisor / Contact Person of your arrival What to say if you are approached or have to approach someone to ask for help: "Hello, my name is (your name), and I'm the Spa Therapist from The Spa Resource Co. I'm supposed to meet with (Contact Name) at (Time). Are you able to help me get in touch with them or the Manager / Supervisor so they know I'm here, please?"

Issued: January 2024 Updated: No, attending Assignments is the job you're hired to do We have certain obligations to our Clients and your refusal to attend may put us in breach of those conditions which could result in financial loss, damage to our reputation, and even leave us liable to pay compensation and lose the Client altogether If you do not show up to an Assignment, whether you inform the Company of your intent or not, this would fall under Gross Misconduct and your contract with the Company would be terminated Showing reluctance, resistance, or any other form of negativity towards attending an Assignment will likely result in disciplinary action, even if you do attend, as it will be perceived as a suggestion that you do not want to do the job you have been hired to do What would be perceived as reluctance, resistance or any other form of negativity towards attending an Assignment? Sighing or Hesitation when being told of an upcoming Assignment Tone of voice and / or body language displaying negativity or disappointment General lack of excitement Complaining about details of the Assignment (that's far to travel, I don't like that hotel / spa, I don't like that team / person, I've already been there, how long do I have to be there etc.) The Company works hard to win Assignments and without them we wouldn't exist at all and none of us would have jobs. It is very disheartening when the person you've hired to attend these Assignments responds with negativity, reluctance and complaints. You don't have celebrate or jump with joy at every one, but you should be professional and show some gratitude for the Client giving us their business.

Issued: January 2024 Updated: An 'Assignment' is what we call it when you are scheduled to go to a Hotel / Spa for a specified period of time. Each Assignment will vary in length and you may have multiple Assignments throughout the year or even within a month!

Issued: January 2024 Updated: Always carry your Emirates ID and provide it when asked All your other documents are sent to the Client before your arrival so they should already have them on hand For your first day(s) it’s a good idea to take a pen and paper to make notes of the new things you are learning, but you might also be allowed to document this on your mobile phone If you are living in their accommodation, it would be a good idea for you to pack clothing and grooming essentials for the duration you will be with them Remember, when you WhatsApp your Contact Person to introduce yourself you can also ask them if there’s anything they would suggest you bring

Your schedule will be given by the spa manager / hotel It may change based on the operational needs of the spa It is included in your job that you be flexible and adapt to the Clients schedule Your schedule must allow for at least 1 full day of rest per week Your working hours are not to exceed 48 in each week (not including breaks) For the Company to support you and ensure you are not overworked or are accurately compensated for overtime, it is essential that you keep a true record of your working days and hours using the Connecteams app. If you constantly forget to clock in or out, or are requesting time changes due to errors in your timekeeping, it makes it very difficult for the Company to keep track. It is the therapist’s responsibility to track their own hours and the Company is not responsible for any errors or inaccuracies in compensation as a result of poor record keeping.

If you choose not to utilize the Accommodation, but still wish to use their Transport, provided it is mentioned in your letter and the hotel are OK with that, then you can do it, but getting to and from their transport pick up / drop off location will be your responsibility and you will cover any costs If you choose not to utilize Accommodation and Transportation it is your responsibility to get to and from the hotel on time for your duty If, for any reason, you arrive late for the Transportation it is your responsibility to get to the hotel on time even if that means by Taxi Keep in mind the terms specified on your Offer Letter, if it states that you may need to stay in other accommodation for periods of time then you agreed to those terms

Yes, the Company will continue to provide those live out allowances because you may still have to pay rent on your room or other usual place of residence

Yes, but you need to understand that some hotels prefer to choose their therapists or make specific requests For example, it's common for hotels to ask for Thai Therapists to do Thai Massage or Indonesian Therapists for Balinese Massage or Indian Therapists for Ayurveda Some hotels just need amazing therapists and they don't care about a specific skill set or nationality If you let the Company know that you'd like to go to a certain Spa or Hotel for an Assignment, we will always put you forward and recommend you to them, however it is up to the Client which therapists they take. Having great feedback from previous Clients will help a lot though, so always give your all wherever you're placed. It's also important to understand that performance, attitude and flexibility all play a role in where therapists are placed. We're going to prioritise Therapists who get the best feedback and are strong and flexible team players to go to the best Spas.

The Company has ensured that our Therapists are entitled to earn and keep tips while working in our clients Spas, however, we must follow the tip policies and procedures which may differ from Hotel to Hotel. With that in mind, please be aware of the following regarding Tips & Tip Payments: Each Therapist is responsible for asking the Spa Manager about the tip procedure and ensuring you follow it Some hotels have a 'split share' policy where tips are split with other team members including Reception & Attendants which we must respect Some hotels might require you to hand over cash tips until the end of the month Some hotels will allow you to keep your tips as they are given Room Charge & Card Payment Tips: These tips have a longer processing time by the banks as there is a standard 'wait' period where customers of the Hotel can 'dispute' charges made to their cards in which case the money may be withdrawn or placed on hold. For this reason, payments are made by card or room charge (room charges are usually settled by card). At the end of each month, Hotels then have their own reconciliation and accounting practices, so it is standard practice for tips to be paid up to 30 - 45 days AFTER the month's end has passed. This would mean that tips earned in January would be expected to be paid by the end of February or the beginning of March - depending on the Hotel. This is based on the Month end and not the Assignment End. Each process is different and some hotels will settle quickly while others may face delays. How and When to Follow Up on Tip Payments: If you are still on Assignment then you should be informed by the Spa Manager regarding tip payments If the standard processing time has lapsed and you do not have an update, you should ask the Spa Manager or other Supervisor / Senior Level team member for an update If you are no longer at the Assignment and the standard processing time has lapsed, then you can contact the Company and we will connect with the Client to request an update on your behalf and share updates as we receive them If the Client is late in paying my Tips, will the Company pay in Advance? No, the Company does not owe you for the Tips earned on Assignment, our Client does and the Company does not have the resources available to pay any advancements to any Employees. Employees need to plan to receive their tips in line with the above and to understand that the process is not something that the Company or any person within the Company has any control over.

That would be unfortunate, but the food is not under the purview of the Company Most of our Clients have international food options available due to the international staff working in their hotel full time If you choose not to eat the food provided then that is your prerogative but you will be responsible for covering the cost of your own food

Issued: January 2024 Updated: Sometimes mistakes happen and the important thing is to notify the Company as soon as possible to ask for clarification We'll investigate and get back to you as quickly as we can If there has been an error, we'll do what needs to be done to fix it and be thankful to you for bringing it to our attention

Make sure you Thank the Manager & everyone in the team for their help and support during your assignment and leave a lasting positive impression If you have been part of any of their WhatsApp groups, you need to make sure you remove yourself from them and delete any contact numbers from your phone If you are due any pending payments (tips / commissions) then ask the Spa Manager or Supervisor if they need anything from you to get the payment Make sure you handover your uniform, name badge and any other cards or anything else given to you by the Client which is their property If you have already received an Assignment Letter for your next Assignment, then you'll move straight on to that If there is a gap in between then you'll either be given time off if you're due any time back for additional hours worked or public holidays pending Otherwise, you'll be placed back on your 'On-Call' schedule which you'll find in the Connecteams App

Issued: January 2024 Updated: Read all the information carefully Visit the link to the hotel and learn as much as you can about the Spa & the Hotel Research the best way for you to get to the hotel, Google is a helpful tool If you have time, do a practice run and visit the property before you start – you are encouraged to do this if you are ‘on-call’ as it will be a work related task taking place during working hours Save the details of the Contact Person in your phone The day before you're scheduled to start, it's a nice gesture to WhatsApp your contact person to introduce yourself and reconfirm to them that you will be arriving at the time & place specified on your Assignment Letter An example of a pre-Assignment message could be: "Dear (Name), my name is (your name) and I'm the Spa Therapist from The Spa Resource Co. I just wanted to introduce myself ahead of my arrival and I look forward to meeting you on (Date / Time) at (Location). Have a great day ahead!"

Sickness / illness / injuries can happen and it's important that you take care of yourself in order to take care of our Clients and their guests. It's equally important that you follow the below procedure as your absence can place a strain on our Clients if they have to cancel / reschedule appointments and potentially offer discounts or other compensation to their guests to make up for it. You must inform the Client as soon as possible, it is your responsibility to do this and they may need to make changes to guest bookings, so provide as much notice as possible If it is your first day you should contact the person who was identified on the Assignment Letter Inform them of the reason for your sickness and let them know that you will report it to the Company and that someone from the Company will be in touch Contact the Company and confirm that you have informed the Hotel and let us know the status of your sickness Visit a Dr. at the earliest availability and keep the Company updated on your condition You must inform the Company on how long you will need to rest / recover and keep the Company updated on your progress so we can communicate the same with the Client and coordinate your return If you require more than 1-2 days recovery time, the Client may request a replacement Therapist or they may cancel the Assignment early if no one is available to cover Mark yourself as sick using the Connecteams App ‘Time Off’ request under HR & Skills - select Sick

You should never assume that anyone doesn’t like you or that you are not good enough to be in a certain spa or environment What you think other people think of you, is never actually what they think of you, it's what YOU think of yourself in that situation Ask yourself why you are feeling that way, what exactly has the Client said or done to you that is giving you this impression. If you can't answer that question with specific examples, then you need to look within because if it's not something they specifically said or did then it's your own lack of confidence that is making you feel this way If you do start to feel like the Client is not happy with your performance, try saying this to the Manager / Supervisor: "It's really important to me that I'm providing you with the best quality service and I've been feeling like I'm not achieving that because of (give examples, why do you feel this way, what have they said or done that has cause you to think that?). Do you mind giving me some guidance so I know how I can improve and deliver a better service?" Doing this will show the Client that you care about doing well and that you're willing and trying to do better. If the Client does have an issue with your performance, attitude, or level of commitment they will raise it with us directly and the Company will work with them, and you, to resolve it The Client may request to have a Therapist removed or exchanged depending on the circumstances We have certain obligations to our Clients and your removal may put us in breach of those conditions which could result in financial loss, damage to our reputation, and even leave us liable to pay compensation and lose the Client altogether Because of this, if the Company has any reason to believe that an Employee has deliberately been underperforming and / or has not been trying their best to adapt to the needs of the Spa, for any reason, this would fall under Gross Misconduct and the Employee may face termination

We will take action when: The Client frequently asks you to work 8 hours without breaks The Client is consistently asking you to work OT without giving OTTB The Client is not giving you at least 1 full day of rest per week The Client is not allowing you to eat in their staff restaurant / not providing duty meals The Client is not providing you with a fresh uniform daily The Client is asking you to conduct treatments that you’re not trained in The Client is asking you to do treatments that are not professional in nature The Client is asking you to conduct duties that are far from the duties of a Spa Therapist for example working in another department in the hotel (this does not include if the Client asks you to cover the reception desk, or do Spa Attendant duties) The Client is asking you to do treatments on a guest who has a contra-indication Your physical safety is at risk You‘re being harassed, abused, bullied or assaulted *Note - if you're having problems with a team member or other person in the hotel, you should first talk with the Spa Manager and / or Supervisor and give them an opportunity to resolve it with you. This is because the Company cannot talk to team members of the hotel, only the Spa Manager is able to talk with you and them which is necessary to resolve any situation. We will not take action when: The Client is booking you with back to back treatments The Spa is large and requires a lot of walking You feel tired because you are busy You don’t like the commute You don't like the location of the Hotel / Spa / Accommodation You have to clean / reset your own treatment room You have to clean / reset other treatment rooms / relax rooms / lockers / other areas of the Spa You don’t like the schedule you’re working You‘re not getting your preferred day(s) off You don’t like how the spa operates You don’t like the team / manager / hotel / spa / products / food / accommodation / uniform etc. You don’t want to participate in training, learn a new treatment or a protocol that the Client needs you to follow While there will be times when you want to vent or complain about work, this should be directed towards friends & family, not the Company or your colleagues. It’s important to understand that the above is simply part of the job and if you find yourself complaining about these things on a regular basis, this could be an indicator that it isn't the right job for you.

No, it is inappropriate to ask the Client or the Company to give you commissions when they are not mentioned on your Assignment Letter Asking for commissions or any other form of bonus from the Client which was not detailed on the Assignment Letter can jeopardize the reputation and professionalism of the Company which may result in the loss of the Client and other Clients if they part of a larger group

Issued: January 2024 Updated: Yes, you still have to clock in and out on the Connecteams app, even if the hotel are recording your hours too When you clock in, you must put your shift start time in the comments When you clock out, you must put your shift end time in the comments If you have worked overtime hours then you need to put in the comments how many hours and who approved them / asked for them If you have worked shorter hours then you need to put in the comments how many hours and who approved them / gave the time back This is necessary for us to accurately record your working hours as we are responsible for ensuring you get compensation for overtime and also billing the hotel for any additional hours worked. Your clock-in / out timer will be adjusted at the end of each month to reflect your shift working hours. This is why it is essential you put your shift start and end time in the comments. These timesheets are sent to the hotel as evidence of hours worked so it's very important you are accurate.

The Company will provide you with a daily or weekly travel allowance, depending on the location of your hotel and the estimated cost of getting there This is in addition to your 400 AED Travel Allowance paid by the company in your salary each month to cover work-related travel It is expected that Employees cover their travel up to 400 AED based on the most economical routes (metro or bus over taxi etc.) If you believe our estimated cost of travel is too low, you should contact us and share your concerns, we will review your feedback and take the necessary action if applicable If, however, an Employee chooses a more expensive form of travel, they will be responsible for covering the additional cost (choosing a taxi when the metro is available, choosing gold class metro over standard etc.)

No, the Company is not in a position to turn down Assignments and our team is not big enough to let people pick and choose where they go or to swap Therapists around Environments and people change and things might be different each time This also works both ways, you might have an amazing time at a spa on your first visit, and then not like it on your next The important thing is that you focus on doing your job to the best of your ability, find things to enjoy and have a support system (close friends, family) that you can talk / vent / complain to when you need to We have certain obligations to our Clients and your removal may put us in breach of those conditions which could result in financial loss, damage to our reputation, and even leave us liable to pay compensation and lose the Client altogether Because of this, if the Company has any reason to believe that an Employee has deliberately been underperforming and / or has not been trying their best to adapt to the needs of the Spa, for any reason, this would fall under Gross Misconduct and the Employee may face termination

If you do not clock-in while on-call, the day will be marked as unauthorised / unpaid leave and you may face disciplinary action

Being available to attend last-minute / emergency / sick leave Assignments or Trade Tests while On-Call is what you're being paid for If the Company is unable to reach you during On-Call hours or if you tell us you are unable to fulfil your duties for any reason, you will face disciplinary action If you are sick, it is your responsibility to report your sickness in line with our reporting sick leave policy / FAQ If there has been some other kind of emergency which is preventing you from being available, again, it is your responsibility to inform the Company as soon as it happens so we know not to book you for any duties

Not unless you are expressly asked by the Company to work extended hours If you are late to clock-out, the Company will adjust your clock-out time to match the shift you were scheduled for If you are late to clock-out repeatedly, you may face disciplinary action as this could suggest that you are using working hours for non-work related tasks which are distracting or preventing you from following our procedures Employees are also not allowed to extend their shift timings to make up for lateness in clocking-in, as the Company will determine if and when these hours may be worked back Any changes to your scheduled working hours must be pre-approved by the Company The Company may give you reduced shifts at its discretion as compensation for any OT worked while on Assignment

Clock in as soon as you remember Put the reason for your lateness in the comments If you are less than 20 minutes late to clock-in, on only 1 occasion during the month then no time will be deducted If you are more than 20 minutes late, the time will be deducted from your OT / AL / PH balance and will be rounded up to the nearest half hour If you are less than 20 minutes late, but this happens more than once during the month, the time will be deducted from your OT / AL / PH balance If you do not have any pending balance or are within your probation period and are not entitled to paid leave, the hours will be marked as unpaid and will be deducted from your salary Employees are not allowed to extend their shift timings to make up for lateness in clocking-in as the Company will determine if and when these hours may be worked back Depending on the reason(s) and frequency of your lateness, you may face disciplinary consequences

The Company will do its best to give you the same scheduled day(s) off while you are 'On-Call', but this is not promised and it is not a condition of your employment Being flexible is a big part of your job so it's expected that you be ready for changes to your schedule on a regular basis and at short-notice

As a Spa Therapist for The Spa Resource Co, you will either be on an Assignment or On-Call. When you are On-Call, you are effectively working from home and need to be available to: Attend any last-minute / emergency Assignments Cover sickness for any of our Therapists who are on Assignments Attend Trade Tests or interviews for Clients and potential Clients Assist with any admin tasks or other duties as requested by the Company For full details on what to do and what not to do when you're on assignment, please refer to the On-Call Policy which can be found in the Documents section of your Connecteams App.

Sickness / illness / injuries can happen and it's important that you take care of yourself in order to take care of our Clients and their guests. It's equally important that you follow the below procedure when you are scheduled to be 'On-Call'; You must inform the Company as soon as possible and do not 'clock-in' instead, mark yourself as Sick under the Time Off Request if you wish to use sick leave When you are on-call, you will be given the option whether you would like to take a sick leave day or use a PH / OT or AL For the company to pay you sick leave, you will be required to provide us with a Dr. note, the Dr. must specify how long you are to be signed off work on sick leave If you are feeling unwell and just need a little rest and don't want to visit the Dr. then you can request to use a PH / OT or AL balance (only applicable when On Call) If you are within your first 6 months of employment / probation period then you are not entitled to any paid leave, sickness or otherwise, in which case it would be marked as unpaid leave and you would not be compensated for the time off It's important to tell us when you're sick while on-call as the Company can schedule you for last-minute Assignments, Trade Tests or other duties. If you clock-in and report that you are on-call, knowing you are sick and unable to attend to your duties when asked, then you will face disciplinary action.