Grounds for Disciplinary Action

Talos reserves the right to discipline and/or terminate any employee who violates company policies, practices or rules of conduct. Poor performance and misconduct are also grounds for discipline or termination.

The following actions are unacceptable and considered grounds for disciplinary action.

This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to:

Harassing, instigating, performing obscene acts, against colleagues or general personnel inside the company premises.

Forging, falsifying or distorting the contents of any documents related to the company.

Any other action or conduct that proves inconsistent with the company’s policies, procedures, standards and expectations.

To make public by any means, information pertaining to the company, in violation of the “industrial reserve” clause in the individual employment contract, and/or retrieving or duplicating files or publicating documents without previous authorization from a superior.

To provide information to third parties regarding payroll details, paycheck days, information about clients, human talent, income, colleagues’ addresses, phone numbers, and in general any other information that may be considered confidential for the company or that may affect its trade relations.

Workplace untidiness and uncleanliness.

Disrespecting acts or attitudes against superiors or any coworkers. Failing to observe safety procedures.

Conducts that constitute workplace harassment, or any form of discrimination based on gender, religion, ethnicity, political positions, age, among others.

Being under the influence of controlled substances or alcohol at work, on premises.

Exceeding breaks time.

Absence from work, during a work session or programmed workday, without a justified cause, previous notice, or timely notification, or failing to present reason for sick leave, permission, license, calamity to HR and the corresponding leader.

Smoking or allowing any personnel to smoke on Talos’ premises, or in any non-smoking areas for the company.

Making false or malicious affirmations about the company, it’s workers or its services.

Fund raising, raffles, subscriptions, gambling, or making any type of propaganda on premises; unless previously allowed by the employer.

Loans between company’s employees, with lucrative benefits for the loaner; and/or acting as an intermediary between employees and informal moneylenders known as “gota a gota” or “pagadiarios”.

Working on activities non-related to the employee’s position in the company, and in general, during work hours without due authorization.

Failure to comply with the commitments agreed upon with clients and/or any other person related to Talos S.A.S.

Mistreating, threatening or perjuring against clients, and in general any person related with the company.

Failing to follow the orders and instructions given by superiors in the development of the employee’s responsibilities.

Failing to turn off computers, equipment, tools and elements, after work hours.

Being absent from meetings, activities, training sessions and other events organized by the employer.

Failing to inform, report or update the employee’s contact information such as: Address, phone number, email address, etc. when they are changed, or providing false information.

Taking part in acts of discrimination or harassment in the workplace.

Participating in fights, mistreatments, threats and perjury against coworkers, and or employers or superiors, during work hours, on premises. Between employee and employer, these offenses apply off premises and off working hours.

Losing working elements under the responsibility of the employee, either by lack of attention or negligence.

Disturbing the work environment by means of scandalous or inappropriate acts, leading to personal relations conflicts between coworkers.

Possession of unauthorized weapons on premises.

Presenting false certificates and/or documents for admittance, or to obtain undue benefits, as well as misleading the company to obtain loans or any kind of economic benefits.

Unjustified lateness for more than 15 minutes.

Subtracting elements, procedures, instructional material, informatic resources such as hardware, software, clients’ data bases, or sensitive information from the company without the permission of the employer.

Subtracting or misplacing between coworkers, food, money, personal effects, etc.

Using or damaging intentionally or negligently the elements or tools provided by the company, or using them for purposes different to the employee’s responsibilities.

Using the company’s goodwill or name to create, support or accredit personal business, or commercial activities either personal or for third parties.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action.

The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.