The Employee Handbook

Our Vision: People should be able to work and play freely in a connected world Our Mission: To protect customers connected experiences Our Promise: Confidence in a connected world Our Values: Customer-driven, Trust, Innovation, Action Customer Experience: Peace of mind

Welcome...

Symantecs success depends on the contribution of our people, both individually and in teams across the business. We are therefore committed to helping you develop to your full potential. As we face new challenges and changing markets, we will be looking to apply your skills in order to build on our existing reputation and to drive our business forward. This handbook is designed to help you settle into our organisation and contains information on what you can expect from us, and the contribution you need to make as an employee and team member. Your handbook is divided into three main sections: Our commitment to you Achieving your goals Working successfully together An index is contained in the back of your handbook to help you find specific topics of interest.

Of course this handbook will not be your only source of information. In your first few days we will make you aware of other resources and you will benefit from our online New Employee Orientation programme. This handbook highlights and summarises Symantecs policies and practices. In this company, as in the rest of the world, circumstances are constantly changing. As a result, we may have to revise, rescind or supplement these policies from time to time. The latest versions are always available to you on HR Online, our intranet site. Please ensure you keep up to date with any changes. We are always looking for ways to better communicate with our employees. If you have suggestions for ways to improve this handbook, please email Ask EMEA HR.

Symantec is committed to attracting and retaining the best and brightest employees...

Our commitment to you

Our commitment to you...

Symantec is committed to attracting and retaining the best and brightest employees... people like you! Below is an introduction to the benefits available at Symantec. It is important to note that benefits may be modified at any time. Not every benefit listed below will apply to every employee please refer to your employment contract for those that apply to you. Further details are available on HR Online. If you are contracted to work part-time hours (less than 37.5 per week), your benefits, where applicable, will be pro-rated. Your Salary You will be paid on or before 28th of every month. You receive the majority of your salary in arrears (up to and including the 28th) and some in advance (the remaining working days of the calendar month). Payroll offers a self-service feature which allows you to view your payslips online, change your bank payment details or split your pay over multiple bank accounts. Self-service is designed to evolve over time by delivering a variety of new services over the coming

months and years. Many of these new services are specifically designed to allow you the freedom to serve yourself, when and where you like. In the meantime payslips will still be posted to your home address in advance of the pay date. Payroll will be switching off manual payslips at the end of March 2010. If you wish to change the address where your payslip is sent, or the account where your salary is credited, please take advantage of the self-service functionality. Alternatively, email UK payroll queries mailbox, as well as updating your details in the selfservice menu of the HR system. Please review your payslip every month and promptly raise any queries you have by emailing payroll as soon as possible. You are advised to keep your payslips for future reference. At the end of the tax year, you will be issued with an annual statement P60 (detailing your salary and income tax payments during that tax year) and a P11D which details any taxable benefits you receive. These will be sent to your home address. You should retain these to help with the completion of any income tax returns.
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Pension On commencement you will be invited to join Symantecs Group Personal Pension Scheme. Symantec will contribute 1.5 times your personal contributions up to a maximum of 9%.
Your Contribution 3% 4% 5% 6% Symantec Contribution 4.5% 6% 7.5% 9% Total Annual Contribution 7.5% 10% 12.5% 15%

Private Medical Insurance This is a voluntary scheme offered to employees, their spouses or partners and their eligible dependants to cover the cost of specific medical treatment. Cover includes in-patient hospital charges, surgeon and specialist fees, (both in-patient and out-patient) and overseas emergency cover. You are always advised to contact the private medical provider to confirm that you are covered prior to proceeding with any treatment. This is a taxable benefit which will appear on your P11D at the end of the taxation year. Dental Care Dental insurance is available to Symantec employees only. The cover provides rebates on dental check ups, hygienist appointments, and other non-cosmetic treatments, as well as dental insurance in the case of accidents, both here and abroad. Claims are forwarded to the insurer and processed on production of an itemised receipt. This is a taxable benefit, which, if you choose to enrol, will appear on your P11D at the end of the taxation year.

Shortly after you start with us, we will make an appointment for you with our pensions advisor to help you with your retirement planning. A personalised pension scheme pack which contains further details about the Group Personal Pension Scheme will be provided in preparation for this meeting.

Life Insurance In the event of your death, your nominated beneficiary/beneficiaries will receive a lump sum payment equal to four times your scheme salary. If death is caused as a result of an accident, your nominated beneficiary will be paid an additional two times your salary. Your surviving dependants may also be eligible to receive a pension payable at one third of your scheme salary (salary refers to the salary as defined in the policy). Personal Accident Insurance Under the global Travel Insurance Programme, if you suffer a serious injury, you may be eligible to receive a lump sum payment of up to two times your annual salary as defined by the policy.

Group Income Protection If you are unable to work due to long-term sickness or injury, (after six months continuous absence) and subject to insurers approval, a proportion (75%) of your scheme salary (less State Long Term Incapacity Benefit) may continue to be paid. Cover is maintained throughout the period of your employment, until you are able to return to work or until retiring age. Childcare Vouchers You may be eligible to participate in the salary sacrifice Childcare Voucher Scheme. A fixed portion of your salary may be exchanged for vouchers on which no Tax and NI is payable. This amount is set by the government and reviewed each year. Symantec Bonus Plan If you are eligible to participate in the scheme, you will have been notified of your entitlement in your Offer of Employment letter.

Car Allowance Scheme (applies to Sales and System Engineers only) Symantec provides a Car Allowance to eligible employees as part of their compensation package. If you are eligible to participate in the scheme, you will have been notified of your entitlement in your Offer of Employment letter. Further details are available on HR Online.

Site Gymnasium/Gym Subsidy Programme You may claim a contribution towards the cost of your annual gym membership. This subsidy is for general gym membership and does not apply to the membership of specialist sports clubs (ie. Rowing, Fencing etc). Those based near the Green Park site may apply to use the in-house gym. If you join the on-site gym, you will not also be eligible for the gym subsidy. Eye Tests We will reimburse the cost of one eye test with a registered optician per year. In addition, if you need glasses specifically for VDU use only, you may be eligible for a contribution towards the cost.

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Discounts with Partners You will have access to a wide range of discounts with some of the worlds leading brands, computer hardware and car hire. Details are available on HR Online. Matching Gift Programme Symantec makes a dollar-for-dollar match of all employee donations to nonprofits organisations meeting Symantec's general requirements for charitable donations. The company will match up to $1,000 USD per employee per calendar year. For complete programme information please visit Corporate Giving's Matching Gift website. Adoption Assistance Programme If you are adopting a child or children through a recognised Adoption Agency in the UK, you may be eligible for a contribution towards the associated costs. This is a taxable benefit. Please refer to the Adoption Assistance Policy on HR Online.

Employee Assistance Programme (EAP) Your benefits package includes an Employee Assistance Programme (EAP) that provides free telephone assistance and counselling services for a range of personal or work issues, 24 hours a day, 365 days a year. Any conversations that you have with the EAP provider are strictly confidential. It is available to employees and their immediate families and can be contacted direct on 0800 3667 8910 (Toll free) or +44 141 2717 178. Employee Stock Purchase Plan (ESPP) You may be able to purchase Symantec stock at a 15% discount from time to time. Please refer to HR Online for more details.

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New Hire Stock Options As a new employee, you may have received an allocation of shares, details of which will have been sent to you with your Offer of Employment letter. Tuition and Further Study Programme We believe that organisational and individual excellence is a joint responsibility. Where your personal goals relate to your career development at Symantec, we may provide tuition reimbursement. Please refer to HR Online on SymInfo. Years of Service Symantec Loyalty Programme Anniversary dates are automatically rewarded at 10, 20 and 25 years of services with electronic gift certificates. Please refer to HR Online on SymInfo.

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Recruitment Referral Programme Our people know our needs and culture better than anyone else, and are often in the best situation to help us find and recruit new employees. If you refer someone whom we eventually hire, we will thank you for your efforts with a referral bonus. For further details please refer to HR Online. Patent Incentive Programme The purpose of the Patent Incentive Programme is to increase awareness and recognition of the importance of protecting as well as driving innovation and leadership for Symantec products and technologies. The Programme provides for cash bonuses and recognition awards for employees who successfully pursue patents. Visit the Legal Department site on SymInfo for programme details.

Annual Leave You will need to book all leave in advance. Where possible, your manager will do everything they can to approve your requests, however, all leave approvals are subject to the needs of the business at that time. Our holiday year is from 1st January to 31st December. Your entitlement to paid holiday is 23 days per annum. Employees joining during the year are entitled to holidays on a pro rata basis.

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Service Leave In addition to your annual leave entitlement, you will accrue service leave. This leave increases by one day per completed year of service up to a maximum of five extra days. Service leave will be added to your annual leave entitlement on or around the anniversary of your hire date. Carrying Leave Forward You may carry forward a maximum of five days accrued untaken leave until 31st March the following year. This may be annual leave, service leave or a combination of both. Any unused leave remaining after this date will be lost and no payment will be made in lieu.

Payment During Sickness Company sick pay is paid solely at the discretion of the Company. You are entitled to the following: Length of Service < 3 months 3-12 months Entitlement Statutory Sick Pay only Maximum total of 1 month @ 100% Base Pay First 3 months @ 100% Pay Months 3-6 @ 50% Base Pay

12 months +

Please refer to the Sickness and Absence Policy on HR Online for further details.

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Maternity Leave We have a comprehensive maternity policy which meets and in places exceeds your legal entitlements. If you become pregnant, you should advise your manager and HR Representative as soon as possible to ensure that a risk assessment can be conducted at the earliest opportunity. See HR Online for more details. Adoption Leave We have a comprehensive adoption policy which meets and in places exceeds your legal entitlements. If you are adopting a child or children, you may be eligible for paid leave and should advise your manager and HR Representative as soon as possible. Please see HR Online for more information.

Paternity Leave Two consecutive weeks paid at 100% of your base salary are available for employees with 26 weeks continuous service (ending the fifteenth week before either the date of birth or the notification of being matched with a child for adoption) and whose partner is either adopting or expecting a child. Employees who do not meet the statutory requirements are eligible for three days paid at 100% of your base salary. Please refer to HR Online for more details. Flexible Working If you have a child under the age of 16 (or 18 if they are disabled) you are eligible to apply for flexible working. You will need to apply in writing to your manager. Details are available on HR Online. Parental Leave If you have a child under the age of five (or 18 if they are disabled) you are eligible to apply for unpaid leave for the purposes of caring for your child. Please refer to HR Online for more details.

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Dependant Care Leave Situations may occur where you need to take time off to deal with an emergency relating to one of your dependants. You are provided with time away to deal with the immediate emergency. If you know beforehand that you are going to require time off, or if you need to take time off to provide ongoing care, you will need to apply for leave in the normal way. Please refer to HR Online for more details. Compassionate Leave Losing someone close to you is a difficult and upsetting time, and we recognise that you may need some time away from work. Paid leave will be granted at the discretion of your manager; however applications are always viewed sympathetically.

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Managing your career requires you to be actively involved in planning your development and advancement...

Achieving your goals

Achieving your goals...

Managing your career requires you to be actively involved in planning your development and advancement. The following provides guidance on the opportunities and tools available to both you and your manager to help you meet your goals. If you require more information please refer to the Performance Management section of HR Online. Performance Appraisals Because our employees' performance is vital to our success, we regularly conduct individual employee appraisals. This is your opportunity to talk to your manager about how you feel you are performing and areas where you would like to develop. We hope that through these reviews you will remain up to date with what we expect from you and we will learn what you expect of us. A formal performance evaluation will be conducted annually.

We incorporate 360 degree feedback as a cornerstone of our annual review process. This, together with the objectives agreed with your manager, will provide the basis of your appraisal. Salary Review Salary reviews are conducted on an annual basis. There is no contractual right to an annual review; any increase will be based upon your performance, position within your salary grade, internal equity and available budget.

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Leadership & Employee Development We believe that organisational and individual excellence is a joint responsibility. To help you in your current role as well as in preparation for your next, we will provide you with a variety of training and development opportunities. Where your personal goals relate to your career development at Symantec, we may provide tuition reimbursement. To discuss your specific needs, we recommend that you first speak to your manager who will need to approve your training. Alternatively, you can visit the Leadership & Employee Development page on SymInfo for more information. Vacancies/Promotions/Transfers One of the benefits of working for a successful business is the potential for career advancement. As part of our career management programme, we actively look to develop our employees. If you would like to apply for a position you see advertised on the intranet, you need to contact the Talent Acquisition Team.

In addition to meeting the job criteria, you will normally: - have been in your current position for 12 months or more (18 months for certain key positions) - not be on a performance improvement plan - be performing at a level that meets expectations. For further details please refer to the Internal Transfers Policy on HR Online. Working Overseas If you see working abroad as part of your career development, there are some important matters for you to consider. Relocating can be expensive and we do not provide financial assistance for self-initiated international transfers. However, your manager and HR Representative will be happy to discuss this option as part of your career planning. If you see a suitable vacancy on the relevant Symantec country website, you will need to advise your manager and go through the selection process in the usual way. Please contact a member of your local Talent Acquisition Team or HR Representative for more information.

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Organisational and individual excellence is a joint responsibility...

Working successfully together

Working successfully together...

Entitlement to Work in the UK Your employment is conditional on your entitlement to live and work in the UK. If this is subject to restriction or condition, it is your responsibility to ensure you hold the correct paperwork to legally work for Symantec and if required, to renew it in good time to ensure your continued eligibility to be employed. Hours of Work We are a global business, with certain parts of the business operating 24 hours a day, 365 days a year. Your working hours and patterns will be outlined in your Offer of Employment but will normally be based on a 37.5 hour week. However there may be times when you will need to work additional hours to perform your duties or to meet a deadline. Place of Work/Relocation and Mobility Your normal place of work will be specified in your Offer of Employment. We reserve the right from time to time to transfer you to a different location within the UK. Depending on the nature of the transfer and the distance of the move, you may be offered an allowance or relocation.

Dress Code We believe that a professional image enhances our business and makes us more competitive in the marketplace. In part, we convey that image through the appearance of our employees. We ask that you use common sense when dressing for work and wear attire that is both professional and appropriate for your role. Although we require this attire Monday through to Thursday, on Fridays we dress more casually. Even on Fridays, however, we ask that you use your good judgement and maintain a neat and clean appearance. If at any time you are unclear about what is suitable for your role, your manager will provide you with guidance. Security Badge On your first day, arrangements will be made for you to be issued with a site security pass. You will need to keep this with you at all times to allow you to move freely around the building. If you are working at Green Park, your card may also be credited with funds to allow you to pay for food and refreshments. If you lose your pass you need to immediately report it missing to Security at Green Park so that it can be disabled and you can be issued with a new one.
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Parking and Car Pass Employee car parking is provided at most sites. If you are based at Green Park, you will be issued with a car pass from Security. If you are based at another location, your manager will confirm the arrangements for your site. Restaurant and Caf At some locations, you will have access to an on-site restaurant and caf. Where these are not available, food and refreshments are obtainable nearby. Your manager will be able to provide you with guidance for your site. Updating Your Personal Information It is very important that we have your current personal details as we may need to use these to contact you. When you commence employment with us, we will need you to enter some additional information on our HR system. You may enter/update your personal information at any time via the HR system self-service menu.

Company Policies and HR Online We keep all our policies and procedures on the Symantec intranet. These are easily accessible and we strongly encourage you to spend some time reading and familiarising yourself with them. If you have any queries regarding our policies, please speak to your manager or your HR Representative. Code of Conduct You will have received a copy of the Code of Conduct with your Offer of Employment. You will need to acknowledge receipt of this document once you have commenced. Site Visitors If you have a visitor, you must ensure that they are issued with an identification badge and are accompanied at all times. This includes escorting them to and from the entrance to our premises.

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Smoking Policy We provide a smoke-free working environment. Smoking is strictly prohibited inside all areas of Symantecs premises. Smoking may be permitted in certain designated outside areas and your manager will advise you of the locations at your site. Failure to comply with the above policy will be treated seriously and may result in disciplinary action. Expenses Policy From time to time you may incur expenses whilst working on behalf of Symantec. We will reimburse you for all actual work-related expenses that you incur, as long as your expenses are in accordance with the expenses policy, are reasonable and have the authorisation of your manager. You will need to provide a receipt (where appropriate) to support any claims. Please refer to the Finance section of SymInfo.

Media Because of the nature of our business, we attract media interest. To ensure we provide a consistent message to the market and our customers, only authorised employees are able to speak to the media on behalf of the company. You may not speak or pass opinion on any matter relating to company business in your capacity as employee or industry professional unless authorised to do so in the course of your duties. Any enquiries should be directed to your manager or the Public Relations team. Attendance and Punctuality Sometimes things happen that will prevent you from arriving at work on time. If you are going to be late you will need to contact your manager as soon as possible, to enable us to make arrangements to cover your absence and if necessary reschedule any commitments. If you do not follow the correct procedure for reporting absence, there is a risk that you will not be paid for your absence.

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Sick Leave Reporting If you are absent from work due to sickness or injury, you must inform your manager at the earliest opportunity, and ideally by the time you are due to start work on that day. If you are away for more than seven consecutive days, you must obtain a medical certificate from your doctor and forward this to your manager. This will enable us to pay you any sick pay you may be entitled to. If your absence is going to be more than seven days, you will need to keep in touch with your manager once a week so we understand when you are feeling well enough to come back to work. Alternatively if your manager hasnt heard from you, they may call you on a regular basis to see how youre feeling.

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Appointments You may take reasonable paid time off for dental, hospital or medical appointments. To help limit disruption to your department, you are encouraged to make these appointments outside of working hours or at the start or the end of the day. You will need to advise your manager in advance. Jury Service/Attendance at Court If you are called for Jury Service, you will need to give your manager a copy of the Court Summons. Any time that you spend on Jury Service is paid at the normal rate of pay. If you are not required for a particular day/part of a day, you will need to return to work. Please contact your HR Representative for advice on paperwork you may be issued with.

Public Duties If you hold a public office or public position, you will be eligible for a reasonable amount of time off work to perform the duties associated with that position. Please refer to the Absence Policy on HR Online for a list of approved public positions. Time Off for Religious Observance Time off for attendance at festivals for religious observance may be taken by agreement with your manager, who will make every effort to grant your request. You may take outstanding holiday leave, or alternatively, if that is not available, your manager may consider granting you a period of unpaid leave.

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Your Conduct We expect you to act in a professional manner whenever you are on company property, conducting company business or at company business and social functions. It is impractical for us to provide an exhaustive list of what constitutes professional conduct, however as a minimum it would include the following: Following all the rules in this Handbook that apply to you; Refraining from rude, offensive or outrageous behaviour; Refraining from ridicule and hostile jokes; Treating co-workers, customers and vendors with patience, respect and consideration; Being courteous and helpful to others, and Communicating openly with supervisors, managers and co-workers.

Employees who act unprofessionally may face disciplinary action up to and including the termination of their employment. You are required to electronically acknowledge receipt of the Code of Conduct. This may be done via HR Online, where you may also download a copy. Confidentiality Information is part of what makes this company competitive. During your employment here, you will periodically have access to confidential information, either because you helped to develop that information or because you need the information to do your job. It is important that you do not disclose confidential information. Employees who improperly disclose confidential information to anyone outside the company will face disciplinary action. Please refer to the Code of Conduct on HR Online. The obligation to keep information confidential continues after your employment ends. Please contact your HR Representative if you have any queries.

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Open Door Policy We believe that open communication produces a richer and more productive workplace. It enhances the quality of our decisions, and improves the quality of our products. You are encouraged to discuss any issue with your manager. If, for any reason, you feel uncomfortable, you can address the issue with the next level manager or your HR Representative. Disclosing Conflicts of Interest We depend on you to be honest in your dealings, and to disclose situations in which a conflict of interest has or could occur. We rely on your judgement to evaluate objectively whether your outside activity could lead to a conflict of interest. This could include financial interest, or receipt of business gifts and entertainment. This may also include dealings where your work may bring you into contact with a friend or relative who either works for Symantec or other companies where you have dealings. (Refer to Working with Relations/Partners/Friends section on HR Online.)

If you believe there is a potential for conflict to occur, you should disclose this in writing to your manager and your appropriate HR Representative. Further details may be found on HR Online. Whistleblowing If you have reason to believe, or become aware of instances of impropriety relating to accounting, securities law violation or general financial matters, you are encouraged to report these to an appropriate manager, our legal counsel or another executive. Where this is inappropriate, you may prefer to make a report anonymously through Alert Line. This service is available 24/7 by calling Freephone (00) +1 704-556-7046. Reports may also be submitted by email to symantec@alertline.com. Further details are available on HR Online.

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Drug and Alcohol Policy Alcohol and drugs (excluding prescription drugs) are not welcome in our workplace. This includes driving company vehicles or any time when you are involved on company business. As part of your work with us, you may be invited to customer or company sponsored social or business functions where alcohol is served. While we dont prohibit the consumption of alcohol at these functions, you may not consume it to the point of affecting your judgement, or placing yourself or others at risk. Employees who are found in violation of this policy may be subject to disciplinary action, up to and including dismissal. Employees involved in drug or alcohol misuse are encouraged to contact either the Symantec EAP provider or their HR Representative in strictest confidence. Where appropriate, employees who have drug and alcohol misuse issues may be supported by Symantec to seek treatment. Please refer to the Drug and Alcohol Policy on HR Online.

Dignity at Work We cannot solve a problem until you let us know about it. If you feel that you have been bullied, harassed or discriminated against for any reason you should let your manager know. If this is not possible, you are encouraged to contact your next level manager or your HR Representative. We view discrimination, harassment or bullying against any employee or applicant very seriously and anyone who violates this policy may expect to face disciplinary action up to and including dismissal. If you require more detailed information please refer to HR Online. Harassment We are committed to providing a productive work environment for everyone. It is our policy to prohibit harassment or bullying of employees on the basis of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion, age or any other characteristic that affects the dignity of the individual.

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Grievances We will address any grievance that you have quickly and fairly. If you have specific concerns about your work, working environment, working relationships or your treatment at work you should in the first instance speak informally to your manager. If the situation is not resolved to your satisfaction, you may then raise the matter using the formal grievance process, by writing to your manager. If the grievance relates to your manager, you may raise it directly with your HR Representative. If the grievance is not resolved or you are unhappy with the outcome, you may then appeal against the decision. This needs to be in writing to the next level manager. Any decisions taken from the appeal review will be final. Details of the Grievance Procedure are available at HR Online.

Equal Employment Opportunities Symantec has built a reputation on the quality of its products and people. We do this by identifying, attracting, selecting and promoting the best and the brightest candidates for positions in our business. To achieve this, race, colour, creed or religion, national origin, disability, marital status, sex, age or sexual orientation have no place in our decision making. Diversity and Inclusion - Globe Smart As you are joining a global company, you can expect to come into contact with employees and customers from a variety of backgrounds. As part of our continued diversity and inclusion initiatives, Symantec has introduced an online resource Globe Smart. This provides you with access to information when dealing with other cultures and countries. Log on to the Diversity and Inclusion section of HR Online for more details.

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Disciplinary Policy Informal Counselling Rarely do we find that our employees performance does not meet the standard that we expect. However, if this does occur, the first step will be for your manager to have an informal discussion with you to outline areas where they would like you to improve. If there is no significant improvement, the matter will be progressed under the formal Disciplinary or Capability Policies, details of which can be accessed via HR Online. Suspension There may be times when we feel that there may be risks to either our customers or our business. In these instances you may be suspended on full pay pending an investigation into the allegations. Full pay is basic pay plus any contractual allowances but excluding overtime. Suspension will not normally be more than five working days.

Email (and Internet) Policy Email messages sent using company communications equipment are the property of the company. We reserve the right to access, monitor, read and/or copy email messages at any time for any reason. We expect you to exercise discretion in using electronic communications equipment. Make sure that your messages are professional and appropriate in tone and content. Although it may seem like a private conversation, email can be printed, saved and forwarded to unintended recipients. You should not send any email that you would not want to appear on the front page of the newspaper or for our companys competitors to read. Please refer to the Email Policy for further details.

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Arrest or Conviction In the event that you are arrested or at risk of being convicted of an offence, you must notify your HR Representative as soon as possible. If you are convicted of an offence you must notify your manager/HR Representative within five working days of the conviction. Any discussions will be treated in the strictest confidence. If the offence is found to be inconsistent with either your employment at Symantec or our corporate values, (depending on the nature/seriousness of the offence), you may be moved from your current duties, suspended without pay or dismissed.

Personal Property Your personal property remains your responsibility. Unless it is essential, please leave all items of value at home. Symantec is unable to accept responsibility for any loss or damage. Lost property items are handed into the Security Desk. Working with Relations/Partners/Friends If two employees become related while working for Symantec, they will both be allowed to remain with us. However there are circumstances where it is inappropriate for these employees to work closely together ie. supervising one another, or where there are issues of confidentiality. If you have a relative or partner working in our organisation, you should advise your manager and, if necessary, we may need to find one of you alternative employment.

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Intellectual Property In the course of your employment you may invent or discover valuable information. This will be the property of Symantec as your employer, which Symantec protects by either copyright or by other means. To protect its rights to this information, we require you to sign an agreement disclosing inventions, works of authorship, trade secrets and proprietary information. Once signed, you agree to promptly notify us of all inventions, improvements, modifications, discoveries, methods, or processes made, conceived or developed by or under your direction during your employment at Symantec.

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Leaving Symantec If you decide to leave us, there are some things that you need to know. Notice You will need to give written notice to your manager and HR Representative in accordance with your contract of employment. If you wish to book holiday during your notice period, you will need to apply in the usual way. Return of Company Property When your employment with Symantec ends, you need to return company property to your manager in a clean condition and in good repair. This includes but is not limited to any manuals, guides, documents, phones, computers, equipment, keys and tools. Final Salary Where possible, your final payment will include all monies earned but not yet paid. There may be instances where you are eligible for bonuses and commission earned which you have yet to receive. These will be paid to you in a separate payment. If you have taken leave that you have not yet accrued, we will deduct this from your final salary. We will also deduct any monies that you owe the company, including but not limited to loans, advances, training costs, and any other sums due. Your P45 notice will be forwarded to your home address. You will need to retain this in a safe place as we are unable to reprint these documents.

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Treatment of Benefits on Leaving All of your benefits will continue up to and including your final day with us, unless specified otherwise. On your resignation, we will advise our pension providers of your final date and they will write to you at your home address asking you to contact them. You do not need to wait for this letter, but may choose to get in touch with our pension providers who will be happy to discuss your options prior to your last day. Exit Interviews You may be invited to an exit interview with Human Resources prior to your last day with us. During this interview and through an online exit interview questionnaire, you will have the opportunity to tell us what you liked about working at Symantec and where you think we can improve. We greatly value these comments and would like to encourage you to be as open as you can.

Confidentiality and Restrictive Covenants Even when you leave Symantec, you are still bound by any confidentiality terms that you have signed your agreement to in your Contract of Employment. If you have any queries on what this means to you, please contact your manager or HR Representative. Personal Information Prior to your last day, you will need to ensure that your address and personal details are current as this will be the address we will use to communicate with you.

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Index
Our commitment to you... Your Salary Pension Private Medical Insurance Dental Care Life Insurance Personal Accident Insurance Group Income Protection Childcare Vouchers Symantec Bonus Plan Car Allowance Scheme Site Gymnasium/Gym Subsidy Programme Eye Tests Discounts with Partners Matching Gift Programme Adoption Assistance Programme Employee Assistance Programme (EAP) Employee Stock Purchase Plan (ESPP) New Hire Stock Options Tuition and Further Study Programme Years of Service Symantec Loyalty Programme Recruitment Referral Programme Patent Incentive Programme 7 8 8 8 9 9 9 9 9 10 10 10 11 11 11 11 11 12 12 12 13 13 Annual Leave Service Leave Carrying Leave Forward Payment During Sickness Maternity Leave Adoption Leave Paternity Leave Flexible Working Parental Leave Dependant Care Leave Compassionate Leave Marriage/Registration of a Civil Partnership Moving House Exam and Study Leave Achieving your goals... Performance Appraisals Salary Review Leadership & Employee Development Vacancies/Promotions/Transfers Working Overseas Working successfully together... 13 14 14 14 15 15 15 15 15 16 16 16 16 16

19 19 20 20 20

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Entitlement to Work in the UK Hours of Work Place of Work/Relocation and Mobility Dress Code Security Badge Parking and Car Pass Restaurant and Caf Updating Your Personal Information Company Policies and HR Online Code of Conduct Site Visitors Smoking Policy Expenses Policy Media Attendance and Punctuality Sick Leave Reporting Appointments Jury Service/Attendance at Court Public Duties

23 23 23 23 23 24 24 24 24 24 24 25 25 25 25 26 27 27 27

Time Off for Religious Observance Your Conduct Confidentiality Open Door Policy Disclosing Conflicts of Interest Whistleblowing Drug and Alcohol Policy Dignity at Work Harassment Grievances Equal Employment Opportunities Diversity and Inclusion Globe Smart Disciplinary Policy Email (and Internet) Policy Arrest or Conviction Personal Property Working with Relations/Partners/Friends Intellectual Property Leaving Symantec

27 28 28 29 29 29 30 30 30 31 31 31 32 32 33 33 33 34 35

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