CODE OF CONDUCT

Our company is characterized by offering a unique and personalized service in everything it does.
This forces us to demand standards that allow us to make a difference with other companies that
provide similar services.

Our core values are professionalism, image, respect and personal attention.

We are professionals because we care about the quality of what we do, our services must meet the
highest standards of quality both in the service and in the legal aspect, always looking to improve.

The image is another of our pillars, which is reflected not only in dress but in the way of behaving,
which includes values such as education and good manners, presence, security, and presence.

We have a personalized treatment because we offer an exclusive service listening to the needs of the
customer and adapting to them.

Respect is another of our pillars. We consider that respect has no position, race, orientation or
thought. We are an inclusive company that tries to get the best out of every worker no matter who
they are.

CONTENTS

1. GENERAL COMMITMENTS

2. CODE OF CONDUCT REGARDING TO STAFF

- Use of force
- Prohibition of torture or other cruel, inhuman, or degrading treatment or
punishment
- Discrimination
- Sexual exploitation and abuse of gender
- Identification and registering
- Corruption, bribery, and dishonesty

3. CODE OF CONDUCT REGARDING TO MANEGMENT AND GOVERNANCE

- Selection and vetting of personnel and subcontractors.
- Company policies and personal contracts
- Staff training
- Incident reporting
- Safe and healthy work environment
- Harassment
- Grievance procedure
- Meeting liabilities
 GENERAL COMMITMENTS
Chief executive, Employees, subcontractors, and external bodies associated with the company
must accept the terms and conditions of conduct proposed.
a. To operate in accordance with this code
b. to operate in accordance with applicable laws and regulations, and in accordance with relevant
corporate standards of business conduct
c. to operate in a manner that recognizes and supports the Irish law; respects human rights and
protects the interests of their clients.
d. to cooperate in good faith with Irish and international authorities exercising proper
jurisdiction, regarding national and international investigations of violations of national and
international criminal law, of violations of international humanitarian law, or of human rights
abuses

CODE OF CONDUCT REGARDING TO STAFF

USE OF FORCE
The use of force should only be used as the last tool to solve a situation. The force used must
always be proportional to the threat and can only be used when the worker or the patron
has real risk where there is no other option. Based on CRIMINAL LAW {defence and the
dwelling} act 2011.
A. to protect himself or herself or another person present in the dwelling from injury,
assault, detention, or death caused by a criminal act.
B. to protect his or her property or the property of another person from appropriation,
destruction or damage caused by a criminal act.
C. to prevent the commission of a crime or to effect, or assist in effecting, a lawful arrest.

PROHIBITION OF TORTURE OR OTHER CRUEL, INHUMAN OR OTHER DEGRADING TREATMENT

OR PUNISHMENT
Any use of torture, punishment, or degrading treatment in the performance of duties is
prohibited. Even if there is no way to resolve the situation these types of actions will be
avoided.
The prohibition of torture and other forms of treatment are reflected on the Geneva Conventions of
1949, their Additional Protocols of 1977, the Convention against Torture and Other Cruel, Inhuman or
Degrading Treatment or Punishment of 1984, and another international instrument.

DISCRIMINATION

Discrimination by employees towards others based on race, sex, physical condition, sexual orientation,
disability, religion, ideology, ethnic origin or because they are close to senior positions in the company
is fully appreciated.
AMA Nightlife is based on mutual respect and in no case will it allow an employee to feel discriminated
against for having any characteristics different from the rest of his colleagues.

SEXUAL EXPLOITATION AND ABUSE OF GENDER

Since the private security sector has been a mainly male union, women still resist certain prejudices
and conditions that they must endure daily. In addition, in a more serious way, there are reports of
sexual abuse of workers who are not necessarily considered rape but who are denigrating acts and
that are due only to the gender of the employee. Some of these sexual acts include.

1. Sexual gestures
2. Display sexual suggestive objectives, pictures, calendars or sending suggestive or pornographic
correspondence.

For this reason, any discrimination on grounds of sex is totally prohibited.

IDENTIFICATION AND REGISTERING

to the extent consistent with reasonable security requirements and the safety of civilians, their
Personnel and Clients, will:

a. require all Personnel to be individually identifiable whenever they are carrying out activities
in discharge of their contractual responsibilities.
b. will ensure that all hazardous materials are registered and licensed with the relevant national
authorities.

CORRUPTION, BREVERY AND DISHONESTY

Accepting bribes to allow unauthorized persons to enter the premises, revealing confidential company
information, employing labour extortion to achieve economic objectives, or lying about a report are
not part of the values of AMA Nightlife, whose basis is respect for the partner, the boss, and the
company itself. So, it is totally prohibited any type of actions of this type.

CODE OF CONDUCT REGARDING TO MANEGMENT AND GOVERNANCE

SELECTION AND VETTING OF PERSONAL AND SUBCONTRACTORS

1. The selection process must comply with the maximum recruitment standards
required by Irish law. The possession of PPSN and the possession of a security PSA
license are mandatory requirements to start the contracting process.
2. AMA Nightlife requires a minimum age of 18 years to hire.
3. Ensure the continued ability of Personnel to perform their duties in accordance with the
principles of this Code and will regularly evaluate Personnel to ensure that they meet
appropriate physical and mental fitness standards to perform their contracted duties.
Another point to take in account is to have other employment or engagement contracts
 terminated for documented violations of one or more of the principles contained in this
Code or had been dishonourably discharged.
4. Companies will require that their Personnel and all subcontractors and other parties carrying
out Security Services under the contract, operate in accordance with the principles contained
in this Code and the standards derived from the Code. If a Company contracts with an
individual or any other group or entity to perform Security Services, and that individual or
group is not able to fulfil the selection, vetting and training principles contained in this Code
and the standards derived from the Code, the contracting Company will take reasonable and
appropriate steps to ensure that all selection, vetting and training of subcontractor’s
Personnel is conducted in accordance with the principles contained in this Code and the
standards derived from the Code.

COMPANIES POLICY AND PERSONAL CONTRACTS

The hiring process will be based on Irish labour law and will follow the strictest procedural
rules depending on the personal circumstances of each employee.
STAFF TRAINING
AMA Nightlife will ensure that employees are fully trained to carry out the activities that are
economic and that they are strengthened through the training process at the beginning of
the work relationship.
INCIDENT REPORTING

The company is obliged to make a report of everything that happened at the time when it is taking
the safety of someone or a place. This report shall include the following.

a. time and location of the incident

b. b) identity and nationality of any persons involved including their addresses and other
contact details
c. injuries/damage sustained d.
d. circumstances leading up to the incident; and e.
e. any measures taken by the employee relevant to complete the report.

SAFE AND HEALTHY WORK ENVIRONMENT

AMA nightlife will adopt a series of measures regarding the care and protection of its employees that
it will have to comply with carefully.

a) assessing risks of injury to Personnel as well as the risks to the local population generated by the
activities of Signatory Companies and/or Personnel.

b) providing hostile environment training.

c) providing adequate protective equipment and medical support.

d) adopting policies which support a safe and healthy working environment within the Company, such
as policies which address psychological health, deter work-place violence, misconduct, alcohol and
drug abuse, sexual harassment, and other improper behaviour.

HARRASMENT
Bullying/harassment as any form or repeated, unwelcome or unacceptable conduct that can be
regarded as offensive, humiliating or intimidatory. This is a list of typical case or bullying/harassment
that are consider as grievance.

1. Personal injuries and name calling

2. Persistent unjustified criticism and sarcasm
3. Public or private humiliation
4. Shouting an employ in public and/or private sneering
5. Instantaneous rage often over trivial issues
6. Unfair delegation of duties and responsibilities
7. Setting impossible deadlines
8. Unnecessary work interferences
9. Make difficult to some employees to get important information.

GRIEVANCE AND COMPLAIN PROCEDURE

The direct complaint procedure can be done by two means.
1. the head manager will have a complaint template in which customers can be free to
make any constructive criticism regarding the work of the security workers.
2. Another option is through the company email, which will be received directly by the
company director and will have the same formal validity as the written complaining.

The grievance process.

Regarding grievance process regarding situations of abuse between workers or unfair
situations. The employee affected or aware of this misconduct may privately and
anonymously and with the certainty that his identity will not be disclosed notify of the
unjust situation that is occurring. At that time the head manager together with the director
of the company will look for all the relevant evidence to discover the truth and depending
on the type of fault committed may suspend the salary temporarily, dismiss, dismiss from
legal position, reduction of working time or change of position. Depending on the severity of
the situation

MEETING LIABILITIES
We will ensure that we always have sufficient financial capacity in place to meet reasonably
anticipated commercial liabilities for damages to any person in respect of personal injury, death or
damage to property. Sufficient financial capacity may be met by customer commitments, adequate
insurance coverage, (such as by employer’s liability and public liability coverage appropriately sized
for the scale and scope of operations) or self-insurance/retention.