Anti-Harassment and Bullying Policy

247 Rapid Response Ltd is committed to providing an environment in which all individuals, clients and the public are treated with dignity and respect. The Company is committed to promoting a working environment in which everyone is treated equally. This anti-harassment and bullying policy is core to the Company's commitment and will be applied rigorously. This policy defines what the Company considers to be bullying and harassment which occurs at work and out of the workplace, such as on business trips or at work-related events or social functions, and sets out the procedure for reporting any incident of bullying or harassment.

All employees, directors, officers, consultants, contractors, interns, crew, talents, artists and agency workers engaged, contracted or employed by or with 247 Rapid Response Ltd and third parties such as customers, suppliers or visitors to the Company's premises ("Workers") are responsible for acting in accordance with the standards detailed in this policy and applying to every situation the basic principles of fairness, honesty, integrity, and compliance with the law.

Workers should feel that they are treated with the requisite dignity and respect. Furthermore we expect our management to act as role models in their business conduct and leadership style. Behaviour that goes against our standard of business ethics will be identified and investigated.

This policy applies to all Workers. It also applies to those individuals, subcontractors and suppliers visiting the Company's premises and providing products or services to the Company.

Failure to follow this policy may result in disciplinary action. Breaches of the policy may also represent breaches of the law and may result in legal sanctions for the Worker and the Company.

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, undermined, humiliated, denigrated 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, by way of example, physical or psychological threats, overbearing and intimidating levels of supervision, and inappropriate derogatory remarks about someone's performance.

Legitimate, reasonable and constructive criticism of a Worker's performance or behaviour, or reasonable instructions given to Workers, will not amount to bullying on their own.

Any Worker who feels they have been subject to bullying or harassment is encouraged to raise the matter informally with the person concerned where possible. Where informal resolution is inappropriate or unsuccessful, formal complaints should be raised in writing to a line manager, HR lead, or a member of senior management. Complaints will be investigated promptly, sensitively, and confidentially. Where the investigation finds harassment or bullying has occurred, disciplinary action up to and including dismissal may follow. The Company will not tolerate any form of victimisation against a Worker who raises a complaint in good faith.