OUR COMMITMENT

SAYEDA LOGISTICS LTD is committed to eliminating unlawful discrimination and promoting equality and diversity in our own policies,

practices and procedures and in influencing others to do the same in our dealings with independent contractors, clients, employees,

and third parties.

We aim to treat everyone equally and with the same attention, courtesy and respect regardless of their age, disability, gender, marital

status, race, racial group, colour, ethnic or national origin, nationality, religion, political preference, belief or sexual orientation.

We are committed to complying in both letter and spirit with all anti-discrimination legislation and associated codes of practice in

force either now or in the future.

1.1 DISABILITY AND RELIGIOUS ACCOMMODATION

1.1.1 RELIGIOUS OBSERVANCE

SAYEDA LOGISTICS LTD is committed to providing equal opportunities to all engaged independent contractors. Therefore, we will

endeavour to facilitate requests for religious accommodation; if you require time off or a temporary adjustment to your normal

scheduled working pattern due to a religious observance, we would request that you advise your OSM with as much notice as possible

(at least one week) in order that we can look to cover any deliveries that would have been provided to you during that time period.

Although we will try to facilitate this request our ability to do so cannot be guaranteed; if you have a continuing need for time off for

religious observance which significantly impacts on our operation and ability to meet our service requirements, it may be necessary

for us to consider whether we can continue to engage you as a Driver.

1.1.2 DISABILITIES AND HEALTH CONDITIONS

If you require adjustments due to a disability or health condition in order to be able to fulfil your contract with us to undertake driving

and deliveries, you should not hesitate to speak to your OSM. We will endeavour to make any such adjustments in order to ensure

that your ongoing health is not put at risk whilst you are driving for us.

Although we will try to facilitate this request our ability to do so cannot be guaranteed; if we are unable to make the adjustments

necessary or your disability or health significantly impacts on our operation and ability to meet our service requirements, it may be

necessary for us to consider whether we can continue to engage you as a Driver.

1.2 ANTI-DISCRIMINATION

1.2.1 UNLAWFUL GROUNDS FOR DISCRIMINATION

Discrimination on any of the following grounds is unlawful. They are considered to be “protected characteristics under The Equality

Act 2010:

● Age (employment only)

● Disability

● Gender reassignment, sex, pregnancy, maternity

● Race

● Religion, belief, or political preference

● Sexual orientation, marital or civil partnership status

1.2.2 FORMS OF DISCRIMINATION

SAYEDA LOGISTICS LTD considers all of the following forms of discrimination to be unacceptable:

● DIRECT DISCRIMINATION, where a person is treated less favourably on the basis of a ground which is unlawful;

● INDIRECT DISCRIMINATION, where a provision, criterion or practice which seems to be lawful would create a significant disadvantage

for a substantial number of one group of persons compared with other persons on the basis of an unlawful ground unless

that provision, criterion, or practice is objectively justified by a legitimate aim and the means of achieving that aim are

appropriate and necessary;

● VICTIMISATION, where someone is treated less favourably than others because he or she has taken action in respect of

discrimination on unlawful grounds;

● HARASSMENT, when unwanted conduct related to any unlawful ground takes place with the purpose or effect of creating an

intimidating, hostile, degrading, humiliating, or offensive environment for any person. This is not limited to physical acts and

may include verbal and non-verbal communications and gestures.

1.2.3 CONDITIONS OF SERVICE

SAYEDA LOGISTICS LTD will not discriminate against any of the independent contractors we work with and will endeavour to create

and maintain a working environment which is free from discrimination and harassment and which respects, wherever possible, the

differing backgrounds and beliefs of Independent contractors. Terms and conditions of service for independent contractors will comply

with antidiscrimination legislation.

1.2.4 INDEPENDENT CONTRACTORS, SUPPLIERS, AGENTS, AND THIRD PARTIES

Any decisions regarding the suitability of suppliers and contractors, agents or other third parties to provide goods or services to us or

to our clients will be made in accordance with this policy and not on any of the unlawful grounds. All suppliers, Independent

contractors, agents, or other third parties instructed by SAYEDA LOGISTICS LTD, whether for itself or on behalf of clients, will be made

aware of this policy and the need to adhere to it. Failure of any supplier, contractor, agent or other third party or of any of its staff to

adhere to the principles set out in this policy will be investigated and appropriate action taken which may include immediate

termination of our relationship with them.

1.2.5 CLIENTS

We are free to decide whether to accept instructions from any particular client, but any refusal to act or decision to terminate our

services will not be based upon any unlawful grounds. We will not accept instructions from clients who contravene this policy. Where

we are required by anti-discrimination legislation to do so and where it is reasonable we will make adjustments to our own working

practices to accommodate the needs of any person falling under the appropriate anti-discrimination legislation. We will advise all

clients of this policy on taking instructions from them. Where clients make requests under anti-discrimination legislation we will advise

clients regarding the reasonableness of these requests; and where the client chooses not to comply with the request and we believe

that non-compliance to be unlawful we will make our position clear to all parties in writing and reconsider whether to terminate our

services.

1.3 ANTI-HARASSMENT AND BULLYING

The purpose of this policy is to ensure that all engaged independent contractors are treated and treat others with dignity and respect,

free from any kind of harassment and bullying. All independent contractors should take the time to ensure they understand what

types of behaviour are unacceptable under this policy. All independent contractors must treat colleagues and others with dignity and

respect and should always consider whether their words or conduct could be offensive. Even unintentional harassment or bullying is

unacceptable. We will take allegations of harassment or bullying seriously and address them promptly and confidentially where

possible.

1.3.1UNLAWFUL HARASSMENT

The Equality Act 2010 prohibits harassment related to age, disability, gender reassignment, marital or civil partner status, pregnancy

or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. For more information see

our Equal Opportunities Policy.

The Protection from Harassment Act 1997 also makes it unlawful to pursue a course of conduct which you know or ought to know

would be harassment, which includes causing someone alarm or distress.

1.3.2 HARASSMENT

Harassment is any unwanted physical, verbal or non-verbal conduct which has the purpose or effect of violating a person's dignity or

creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to

harassment. It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in

the past.

Unlawful harassment may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity,

race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it

does not fall within any of these categories.

Harassment may include, for example:

● Unwanted physical conduct or "horseplay", including touching, pinching, pushing, grabbing, brushing past someone, invading

their personal space, and more serious forms of physical assault;

● Offensive or intimidating comments or gestures, or insensitive jokes or pranks;

● Mocking, mimicking or belittling a person's disability;

● Racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group

or gender;

● Outing or threatening to out someone as gay or lesbian; or

● Ignoring or shunning someone, for example, by deliberately excluding them from a conversation or a workplace social activity.

A person may be harassed even if they were not the intended "target". For example, a person may be harassed by racist jokes about

a different ethnic group if they create an offensive environment for him.

1.3.3 SEXUAL HARASSMENT

Sexual harassment is unwanted behaviour of a sexual nature which has the purpose or effect of violating a person's dignity or creating

an intimidating, hostile, degrading, humiliating or offensive environment for them. An individual does not have to have previously

objected to someone's behaviour for it to be considered unwanted.

Sexual harassment may include, for example:

• Unwanted physical conduct;

● Unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless), and suggestions that

sexual favours may further a career or that a refusal may hinder it;

● Sending or displaying material that is pornographic or that some people may find offensive (including e-mails, text messages,

video clips and images sent by mobile phone or posted on the internet); or

● Continued suggestions for social activity after it has been made clear that such suggestions are unwelcome.

1.3.4 BULLYING

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel

vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority but can include both personal strength and the power to coerce through fear or intimidation. Bullying can take the form of physical, verbal and non-

verbal conduct.

Bullying may include, for example:

• Shouting at, being sarcastic towards, ridiculing or demeaning others;

• Physical or psychological threats;

• Overbearing and intimidating levels of supervision;

• Inappropriate and/or derogatory remarks about someone's performance;

• Abuse of authority or power by those in positions of seniority; or

• Deliberately excluding someone from meetings or communications without good reason.

Legitimate, reasonable and constructive criticism of a person’s performance or behaviour, or reasonable instructions given to

individuals in the course of their service with us, will not amount to bullying on their own.

1.4 COMPLAINTS PROCEDURE

If, as an independent contractor, you believe that you have been harassed, bullied, or discriminated against then the following

methods of remediation are available. If you are not certain whether an incident or series of incidents amount to bullying,

discrimination, or harassment, you should initially contact your OSM informally for confidential advice.

1.4.1 INFORMAL PROCESS

You should initially consider raising the problem informally with the person responsible, if you feel able. You should explain clearly to

them that their behaviour is not welcome or makes you uncomfortable. If this is too difficult or embarrassing, you should speak to

your OSM, who can provide confidential advice and assistance in resolving the issue formally or informally.

1.4.2 FORMAL PROCESS

If you wish to make a formal complaint about discrimination, bullying or harassment, you should submit it in writing to your OSM,

whose role is to achieve a solution wherever possible and to respect the confidentiality of all concerned. If the matter concerns that

person, you should refer it to a regional manager or the business owner by emailing admin@saylo.co.uk .

Your written complaint should set out full details of the conduct in question, including the name of the harasser or bully, the nature

of the harassment or bullying, the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been

taken so far to attempt to stop it from occurring.

As a general principle, the decision whether to progress a complaint is up to you. However, SAYEDA LOGISTICS LTD has a duty to

protect all Drivers and may pursue the matter independently if, in all the circumstances, we consider it appropriate to do so.

1.4.3 FORMAL INVESTIGATIONS

SAYEDA LOGISTICS LTD will investigate complaints in a timely and confidential manner. Individuals not involved in the complaint or

the investigation should not be told about it. The investigation will be conducted by someone with appropriate experience and no

prior involvement in the complaint. The investigation should be thorough, impartial and objective, and carried out with sensitivity and

due respect for the rights of all parties concerned.

We will arrange a meeting with you, usually within one week of receiving your complaint, so that you can give your account of events.

You have the right to be accompanied by a colleague or a trade union representative of your choice, who must respect the

confidentiality of the investigation. You will be given a provisional timetable for the investigation. The investigator will arrange further

meetings with you as appropriate throughout the investigation.

Where your complaint is about an employee, we may consider suspending them on full pay or making other temporary changes to

working arrangements pending the outcome of the investigation, if circumstances require. The investigator will also meet with the

alleged harasser or bully who may also be accompanied by a colleague or trade union representative of their choice to hear their

account of events. They have a right to be told the details of the allegations against them, so that they can respond.

Where your complaint is about someone other than an employee, such as another independent contractor, a customer, service user,

supplier, or visitor, we will consider what action may be appropriate to protect you and anyone involved pending the outcome of the

investigation, bearing in mind the reasonable needs of the business and the rights of that person. Where appropriate, we will attempt

to discuss the matter with the third party.

We will also seriously consider any request that you make for changes to your own working arrangements during the investigation.

For example, you may ask for changes to your duties or working hours so as to avoid or minimise contact with the alleged harasser or

bully.

It may be necessary to interview witnesses to any of the incidents mentioned in your complaint. If so, the importance of confidentiality

will be emphasised to them.

At the end of the investigation, the investigator will submit a report to the person nominated to consider the complaint. They will

arrange a meeting with you, usually within a week of receiving the report, in order to discuss the outcome and what action, if any,

should be taken. You have the right to bring a colleague or a trade union representative to the meeting. A copy of the report and the

findings will be given to you and to the alleged harasser.

1.4.4 INVESTIGATION CONSEQUENCES

If the investigation concludes that harassment, discrimination, or bullying has occurred, prompt action will be taken to address it.

Where the harasser or bully is an employee the matter will be dealt with as a case of possible misconduct or gross misconduct under

our Disciplinary Procedure. Where the harasser or bully is a third party, appropriate action might include putting up signs setting out

acceptable and unacceptable behaviour; speaking or writing to the person and/or their superior about their behaviour; or, in very

serious cases, banning them from the premises or terminating a contract with them.

1.4.5 ANTI-RETALIATION

Any independent contractor that makes a complaint or participates in good faith in any investigation conducted under this policy must

not suffer any form of retaliation or victimisation as a result. If you believe you have suffered any such treatment you should inform

your OSM. If the matter is not remedied you should raise it using the complaints procedure at 1.4.2.

SAYEDA LOGISTICS LTD will not tolerate retaliation for good faith participation in this policy. Any employee found to have retaliated

against or victimised someone for making a complaint or assisting in good faith with an investigation under this procedure will be subject to disciplinary action under our Disciplinary Procedure. We reserve the right to terminate an SLA between ourselves and any

independent contractor found to have retaliated against or victimised someone for making a complaint or assisting in good faith with

an investigation under this procedure.

SAYEDA LOGISTICS LTD continually strives to conduct our business activities in a way which will achieve the highest possible standard

of health and safety for our employees, contractors, clients and members of the public. As the core of our business is based around

road based transport we recognise that we can contribute to a safe, healthy and productive work environment by adopting a zero

tolerance policy on the use of alcohol & illegal drugs in the workplace, preventing drug and alcohol problems, by raising awareness,

by identifying problems at the earliest stage and by offering support to those who have a problem.

Our policy is designed to ensure that no person under the influence of illegal drugs or alcohol does supply or render services to SAYEDA

LOGISTICS LTD nor operate a vehicle on behalf of SAYEDA LOGISTICS LTD.

2.1 ON-BOARDING SCREENING

Before any individual may supply or render any services to SAYEDA LOGISTICS LTD in any context either as an employee, subcontractor

or personnel of a subcontractor a Drug & Alcohol screening test must be performed and a negative sample provided.

2.2 RANDOM SCREENING

Whilst contracting to SAYEDA LOGISTICS LTD there shall be a continued requirement for each individual to agree to undertake random

drug & alcohol screening tests for the purpose of verifying compliance with this policy when requested by either a representative of

SAYEDA LOGISTICS LTD or a representative of our client at whose premises the services are being rendered or supplied.

2.3 TESTING PROCESS

All screening tests undertaken by any individual in line with this policy shall be conducted at the expense of SAYEDA LOGISTICS LTD by

a suitably qualified & authorised independent Toxicologist on behalf of the third party appointed by either SAYEDA LOGISTICS LTD or

a client of SAYEDA LOGISTICS LTD to conduct such screening tests. Results of all screening tests shall be available to the donor once

they are made available to SAYEDA LOGISTICS LTD.

2.4 NON-NEGATIVE RESULT

Should the result of any screening test undertaken be 'Non-Negative' any agreement or contract for services with the independent

contractor will be immediately terminated.

2.5 RIGHT TO APPEAL

The donor shall have the right to appeal where in the situation that the onsite testing equipment may be defective; samples will then

be sent to an approved Laboratory. Further costs/penalties may be incurred subject to result.

SAYEDA LOGISTICS LTD is committed to conducting business in an ethical and honest manner, and is committed to implementing and

enforcing systems that ensure bribery is prevented. SAYEDA LOGISTICS LTD has zero-tolerance for bribery and corrupt activities. We

are committed to acting professionally, fairly, and with integrity in all business dealings and relationships, wherever in the country we

operate. SAYEDA LOGISTICS LTD will constantly uphold all laws relating to anti-bribery and corruption in all the jurisdictions in which

we operate. We are bound by the laws of the UK, including the Bribery Act 2010, in regards to our conduct both at home and abroad.

SAYEDA LOGISTICS LTD recognises that bribery and corruption are punishable by up to ten years of imprisonment and a fine. If our

company is discovered to have taken part in corrupt activities, we may be subjected to an unlimited fine, be excluded from tendering

for public contracts, and face serious damage to our reputation. It is with this in mind that we commit to preventing bribery and

corruption in our business, and take our legal responsibilities seriously.

3.1 DEFINITION OF BRIBERY

Bribery refers to the act of offering, giving, promising, asking, agreeing, receiving, accepting, or soliciting something of value or of an

advantage so to induce or influence an action or decision A bribe refers to any inducement, reward, or object/item of value offered

to another individual in order to gain commercial, contractual, regulatory, or personal advantage. Bribery is not limited to the act of

offering a bribe. If an individual is on the receiving end of a bribe and they accept it, they are also breaking the law.

Bribery is illegal. Anyone providing services for SAYEDA LOGISTICS LTD must not engage in any form of bribery, whether it be

directly, passively (as described above), or through a third party (such as an agent or distributor). They must not bribe a foreign

public official anywhere in the world. They must not accept bribes to any degree and if they are uncertain about whether something

is a bribe or a gift or act of hospitality, they must seek further advice from the business owner.

3.2.1 GIFTS AND HOSPITALITY

SAYEDA LOGISTICS LTD accepts normal and appropriate gestures of hospitality and goodwill (whether given to/received from

third parties) so long as the giving or receiving of gifts meets the following requirements:

• It is not made with the intention of influencing the party to whom it is being given, to obtain or reward the

retention of a business or a business advantage, or as an explicit or implicit exchange for favours or

benefits; • It is not made with the suggestion that a return favour is expected; • It is in compliance with

local law;

• It is given in the name of the company, not in an individual’s name;

• It does not include cash or a cash equivalent (e.g. a voucher or gift certificate);

• It is appropriate for the circumstances (e.g. giving small gifts around Christmas);

• It is of an appropriate type and value and given at an appropriate time, taking into account the reason for the gift; •

It is given/received openly, not secretly;

• It is not selectively given to a key, influential person, clearly with the intention of directly influencing them;

• It is not above a certain excessive value, (usually in excess of £100); and

• It is not offer to, or accepted from, a government official or representative or politician or political party, without

the prior approval of the business owner.

Where it is inappropriate to decline the offer of a gift (i.e. when meeting with an individual of a certain religion/culture who

may take offence), the gift may be accepted so long as it is declared to the business owner, who will assess the circumstances.

SAYEDA LOGISTICS LTD recognises that the practice of giving and receiving business gifts varies between countries, regions,

cultures, and religions, so definitions of what is acceptable and not acceptable will inevitably differ for each. As good practice,

gifts given and received should always be disclosed to the business owner. Gifts from suppliers should always be disclosed. The intention behind a gift being given/received should always be considered. If there is any uncertainty, the advice

of the business owner should be sought.

3.2.2 FACILITATION PAYMENTS

SAYEDA LOGISTICS LTD does not accept and will not make any form of facilitation payments of any nature. We recognise that

facilitation payments are a form of bribery that involves expediting or facilitating the performance of a public official for a

routine governmental action. We recognise that they tend to be made by low level officials with the intention of securing or

speeding up the performance of a certain duty or action. SAYEDA LOGISTICS LTD does not allow kickbacks to be made or

accepted.

3.2.3 POLITICAL CONTRIBUTIONS.

SAYEDA LOGISTICS LTD will not make donations, whether in cash, kind, or by any other means, to support any political parties

or candidates. We recognise this may be perceived as an attempt to gain an improper business advantage.

3.2.4 CHARITABLE CONTRIBUTIONS.

SAYEDA LOGISTICS LTD accepts (and indeed encourages) the act of donating to charities – whether through services,

knowledge, time, or direct financial contributions (cash or otherwise) – and agrees to disclose all charitable contributions it

makes. Individuals must be careful to ensure that charitable contributions are not used to facilitate and conceal acts of

bribery.We will ensure that all charitable donations made are legal and ethical under local laws and practices, and that

donations are not offered/made without the approval of the business owner.

3.3 INDEPENDENT CONTRACTOR RESPONSIBILITIES

Independent contractors must read, understand, and comply with the information contained within this policy, and with any training

or other anti-bribery and corruption information provided. You are required to avoid any activities that could lead to, or imply, a

breach of this anti-bribery policy. If an independent contractor breaches this policy then SAYEDA LOGISTICS LTD will no longer be able

to provide offers of work under their SLA.If you have reason to believe or suspect that an instance of bribery or corruption has occurred

or will occur in the future that breaches this policy, you must notify your OSM.

3.4 RAISING CONCERNS

If you suspect that there is an instance of bribery or corrupt activities occurring in relation to SAYEDA LOGISTICS LTD, you are

encouraged to raise your concerns at as early a stage as possible. If you’re uncertain about whether a certain action or behaviour can

be considered bribery or corruption, you should speak to your OSM, regional manager or the business owner. You must notify SAYEDA

LOGISTICS LTD as soon as possible if you are offered a bribe by anyone, if you are asked to make one, if you suspect that you may be

bribed or asked to make a bribe in the near future, or if you have reason to believe that you are a victim of another corrupt activity.

If you refuse to accept or offer a bribe or you report a concern relating to potential act(s) of bribery or corruption, SAYEDA LOGISTICS

LTD understands that you may feel worried about potential repercussions. SAYEDA LOGISTICS LTD will support anyone who raises

concerns in good faith under this policy, even if investigation finds that they were mistaken.SAYEDA LOGISTICS LTD will ensure that

no one suffers any detrimental treatment as a result of refusing to accept or offer a bribe or other corrupt activities or because they

reported a concern relating to potential act(s) of bribery or corruption.

If you have reason to believe you’ve been subjected to unjust treatment as a result of a concern or refusal to accept a bribe, you

should inform your OSM or the business owner immediately.

3.5 RECORD KEEPING

SAYEDA LOGISTICS LTD will keep detailed and accurate financial records, and will have appropriate internal controls in place to act as

evidence for all payments made. We will declare and keep a written record of the amount and reason for hospitality or gifts

accepted and given, and understand that gifts and acts of hospitality are subject to managerial review.

Our solicitation company policy outlines our restrictions for distributing materials and soliciting funds, donations and signatures in

activities or groups. It is the policy of SAYEDA LOGISTICS LTD to prohibit solicitation and distribution on it premises because when left

unrestricted, such activities can interfere with the normal operations of SAYEDA LOGISTICS LTD, can be detrimental to efficiency, can

be annoying and can pose a threat to security. This policy does not refer to any kind of work-related matters. Discussions that fall

under the purview of laws protecting unionizing are also excluded from this policy.

4.1 SOLICITATION

Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated

to our company. These include but are not limited to:

• Seeking funds or donations for a non-profit organization

• Asking for signatures for a petition

• Selling merchandise or services

• Requesting support for a political candidate

• Engaging in religious proselytism.

Distribution refers to disseminating literature or material for commercial or political purposes.

Independent contractors may engage in solicitation and distribution under conditions. They may solicit:

• Participation (active or monetary) in organizing events for a colleague or another independent contractor. Those events

include adoption/birth of a child, retiring, death, mourning and more;

• Support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company;

• Independent contractors may perform these actions during working hours or in our workplace as long as they do not cause

large-scale problems with our everyday operations. For example, a Sub-Contractor may message their colleagues to solicit

assistance for a cause.

We won’t accept soliciting and distributing that hinders productivity or is disruptive, offensive or obscene. For example, we prohibit

the following:

• Selling goods for personal profit;

• Requesting support or funding for political campaigns;

• Unauthorized posting of non-work related material on company bulletin boards;

• Solicitation or distribution of non-business literature towards customers, partners and vendors; or

• Proselytizing others to groups or initiatives that violate non-discrimination and equal opportunity policies.

No individual is obliged to assist with or participate in any of the aforementioned activities or organizations. Individuals should not be

forced or harassed to support fund raising events, collections, purchasing of merchandise or other activities.

4.2 CONSEQUENCES

If an independent contractor violates this policy then we may no longer be able to provide them with work in line with their SLA. Issues

that may trigger such actions include but are not limited to:

• Soliciting in our workplace during working hours for illegitimate reasons;

• Making colleagues uncomfortable by being overly persistent;

• Distributing materials that contain hate or other offensive speech; or • Embezzling or mishandling donations for events or

Causes.

SAYEDA LOGISTICS LTD's ‘Child Labour Policy’ is based on the Company’s commitment to find practical, meaningful, and culturally

appropriate responses to support the elimination of such labour practices. It therefore endorses the need for appropriate initiatives

to progressively eliminate these abuses.

SAYEDA LOGISTICS LTD does not employ any person below the age of eighteen years at the workplace. SAYEDA LOGISTICS LTD prohibits

the use of child labour and forced or compulsory labour at all its units. No individual contractor is made to work against his/her will or

work as bonded/forced labour, or subject to corporal punishment or coercion of any type related to work.

SAYEDA LOGISTICS LTD is committed to checking and maintaining records regarding the age of all independent contractors engaged

to provide services. Minors are not permitted in vehicles during working hours, or in the warehouse as workers. There is zero tolerance

policy towards breach of this policy. Individual contracts and other records, documenting all relevant details of the contractors,

including age, are maintained at all units and are open to verification by any authorised personnel or relevant statutory body.

6.1 RISK ASSESSMENTS

In accordance with the Health and Safety at Work etc Act 1974 and the Management of Health and Safety at Work Regulations 1999,

SAYEDA LOGISTICS LTD is required to conduct suitable and sufficient assessments of risks to the health and safety of its independent

contractors. In order to facilitate this any contractor affected by this policy, as either a new or expectant mother, must notify the

company of their status. A new or expectant mother is a woman who is pregnant, has given birth within the last six months or is

breastfeeding.

Once SAYEDA LOGISTICS LTD has been notified of the independent contractor’s status, a new and expectant risk assessment will be

completed ASAP, and then at regular intervals throughout the pregnancy or, in the case of a New Mother, until Breast feeding has

ceased. Ongoing risk assessments are required because pregnancy and motherhood can be dynamic experiences and the needs of

individual contractors may vary throughout the process.

6.2.1 ADDITIONAL FACTORS RELEVANT TO THE RISK ASSESSMENT

Each individual may experience pregnancy and motherhood differently but some of the common issues to be aware of when

conducting a risk assessment are:

● Hormonal changes e.g. morning sickness, breastfeeding;

● Physiological changes e.g. increase in blood pressure may lead to balance being affected;

● Physical changes e,g. Joints and or ligaments may loosen causing pain or discomfort, Increased tiredness, Increasing

physical size may affect the ability to wear personal protective clothing, require workplace adjustments, present

manual handling implications;

● Behavioural changes e.g. regular visits to the toilet, mobility (movement ), dexterity and co-ordination maybe

affected;

● Mental stress e.g. anxieties may arise about the normal development of the foetus, if the birth was by caesarean

section, if the child was still born;

● Posture - possibilities of pain and discomfort due to backache, particularly in the lower back, varicose veins in the

legs;

● Post-op Caesarean Section - consider restricted duties, reduced Manual Handling/ Lifting ability increased Manual

Handling requirements;

● Raised Blood pressure - frequent and longer rest breaks, extra time for antenatal examinations;

● Increased tiredness - may be unable to work long hours and/or shifts;

● Work space - may need more space due to increasing physical size and girth (Trip hazards) accessible toilet

facilities;

● Physical Agents - Electric shock risks, Low frequency (especially whole body) vibration, Excessive movement, Manual

handling activities - lifting, bending, stretching, twisting and/or carrying, Ionising radiation(breast milk

contamination), Temperature extremes - hot and cold, Postures and movement (mental/physical fatigue),

Hyperbaric (high pressure) atmospheres;

● Possible Effectsof Physical Hazards - increased tiredness and fatigue, increased chance of miscarriages due to

actions which cause the placenta to detach from the womb, increased risk of premature births and low birth weights.

6.2.2 POTENTIAL RISK REDUCTION MEASURES

SAYEDA LOGISTICS LTD is committed to promoting the health and safety of every individual we work with.Following a risk

assessment, we may be able to make the following changes for relevant independent contractors:

● Alternative working conditions ● Changing the hours of working

● Finding suitable alternative work

Our ability to facilitate the above may depend upon the number of contracts we are currently fulfilling and the nature of the

work requested by our customers.

6.3 MATERNITY PAY

Independent contractors do not qualify for statutory maternity pay as this is only applicable to employees. However, independent

contractors may be eligible for maternity allowance depending on the number of weeks that they have been self-employed and the amount of National Insurance paid. Further information is available on the government’s website. https://www.gov.uk/maternity-

allowance/eligibility

6.4 MATERNITY LEAVE

As an independent contractor, in line with the SLA, there is no obligation to accept any work offered by SAYEDA LOGISTICS LTD. At

any time, an expectant mother may decide to begin an extended period of leave due to pregnancy – there is no requirement to wait

until a specific stage in the pregnancy. As a matter of good practice, independent contractors should notify their OSM that they

intend to take this leave with as much notice as possible so that alternative arrangements can be made for any allocated work.

If no work is accepted by an independent contractor, during a period in excess of 28 days, the SLA will be terminated as there is no

ongoing requirement to provide offers of work. Should the independent contractor wish to continue working with SAYEDA LOGISTICS

LTD following any prolonged period of absence, the OSM will be able to advise on whether there are sufficient levels of available work

to facilitate this.

6.5 ANTENATAL APPOINTMENTS

If an independent contractor wishes to have a day off to attend pregnancy-related appointments then they should notify the OSM of

non-availability to work following the usual process. As independent contractors are paid a day rate for work provided, no payment

will be made in relation to this non-working day. Independent contractors may also wish to attend appointments during the course

of their working day. They should notify their OSM if they intend to take an unusually long break during the day so that route

progress reports reflect this but are otherwise entitled to do so as long as working hours regulations are not breached.

7.2 ALTERNATIVE WORK SCHEDULES

At certain times through the engagement you may be asked to provide services from another customer location, if this happens and

is requested by the customer you will still receive the day rate as per the SLA, and may also be reimbursed for mileage at the rate

prescribed by the customer.

SAYEDA LOGISTICS LTD runs a 7-day operation based on our clients’ needs, this gives drivers the option to work a range of working

schedules in order to best suit their needs.Example, Work 4 days consecutive, 4 days rest – Alternatively 5 days consecutive, with 1

day rest and a further 4 days’ work with 2 days rest etc. We request that all contractors provide the OSM at least 7 days’ notice of

their preferred working schedule, and days of unavailability, so that we can accommodate this where possible.

It is unlikely that you will ever be asked to lift weights exceeding the above recommendations but, if such a situation should ever arise, you should discuss this

with your OSM who will take the necessary steps available to resolve the issue.This may mean a reassessment of the package and/or

assistance from another worker and/or the provision of lifting aids.You should never lift a package where the weight exceeds your

physical capabilities.

When lifting any package through the course of your work, you should ensure you are fully aware of the correct way in which to carry

out the lift and manoeuvre.

If you see that a fire has broken out, please ensure that you report the matter immediately to a Fire Marshall (if nearby) or other

colleague so that the alarm can be sounded. If you are close to a fire alarm button, you should operate it to warn others and then

arrange for a Fire Marshall to call the Fire Brigade.

If the fire alarm is sounded, it will ring continuously and you should take the following steps:

● Calmly evacuate the building following the fire exit signs

● Do not stop to collect your personal belongings

● Report to the assembly point that was indicated during your site tour

● Answer your name when requested

● Do not re-enter the building until instructed to do so

● Do not smoke while you are outside

Fire Alarms are tested every week

Local signage informs you of the exact time(s)

6. PET ENCOUNTERS

● Respond to a barking dog in a positive way. If you behave in a confident, friendly manner you will lessen any fear the dog may be experiencing

● Talk to the animal in a quiet but firm voice

● Be alert for a dog that stiffens up, snarls, shows teeth or raises hackles this dog may very well attack

● Keep calm and try to show no fear

● Keep the dog in your sight at all times, most dog bites occur when delivery drivers are leaving the premises

● If a dog is threatening, hold the parcel between you and it as you back away

● Do not stare at the animal

● Do not shout, make sudden movements or kick out

● Do not hurry away

● Never run past or away from a strange dog

● Do not rely on assurances from dog owners that a dog will not harm you

● Do not be over friendly towards a strange dog or try to pet it

● ALWAYS use posting pegs to insert deliveries into door letterboxes. NEVER place your fingers through the letterbox.

7. DAILY VAN CHECKS

For your own safety out on the road, it is important to check key parts of your vehicle every day.

WINDSCREEN

Check to make sure there are no cracks or chips of 10mm or more on the driver’s side, or 40mm or more on the passengers side

WIPERS

Check that the wipers are present and not damaged

SIDE MIRRORS

Loading usually takes place within a customer yard. To maintain safety the following rules must be followed:

● Adhere to the site speed limit. (usually 5mph/10mph)

● PPE must be worn in the yard at ALL TIMES

● Safety Shoes

Check that the side mirrors are not missing, loose, or cracked

BODY

Check that no panels are loose or in danger of falling off, all doors shut properly and

there are no sharp edges. Number plates must be visible and not missing

LIGHTS

Check that no light covers are broken or missing

INDICATORS

Checks that they are working

TYRES

Check all 4 tyres, tread depth of more than 1.6mm, no gouges, bulges or cuts. Tyres not

flat, and all wheel nuts present.

Tyres are important because they are the only contact between vehicles and the road.

Tyres are a major source of accidents predominantly due to blowouts, tread

separation, and any other issues that might occur as a result of poor maintenance.

Worn tyres with lower than the recommended tread depth, reduce a vehicle’s

capability to brake, potentially doubling stopping distances and increasing the

likelihood of an incident, particularly in wet conditions when a layer of water may build up between the road surface and the tyre,

causing the vehicle to aquaplane and become difficult to control

Tyres need constant attention, periodic checks and

maintenance to ensure the vehicle has proper handling, better

fuel economy, and extended tyre life.

● Check your tyres with your steering wheel fully

locked in each direction to get a better view of tread

depth across the entire tyre.

● REMEMBER: If the cord or ply is exposed on the tyre it MUST be changed.

● Level 3 Yellow Hi-Vis for drivers (Orange for OSM)

● Follow Yard Marshall signals when moving your vehicle

● Only smoke/vape in designated areas

● Always apply brakes to stationary staging carts in the yard

● Follow any site specific directional flow system

● When moving ensure vehicle hazard lights are on

YARD MARSHALL SIGNALS

While driving on our customer’s sites, only trained Yard Marshalls should direct your movements. If, at any point, you cannot see a yard marshall you MUST STOP IMMEDIATELY.