Kola Real

ZARA Inc.



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Regulations

and

Conditions of Employment





EMPLOYEE CONTRACT


This contract of employment is made the 11th day of March 2013 between Nina Akchurina of Carrer Pescadores 79, 10300 Barcelona, hereinafter known as ‘the Employee’, and Zara Inc. of Las Ramblas 208 A-1, 08004 Barcelona, hereinafter known as ‘the Company’.

The Regulations andConditions of Employment as set out herein will be deemed to constitute a “Contract of Employment”, in fulfilment of current employment legislation. All Employees will be required to sign at the space provided at the end of these conditions, agreeing to adhere to the Company’s Conditions of Employment.

(i) Date of Commencement: 1st day of June 2013.

(ii) Place of Work: The Employee shall bebased for the time being at the Zara store in Las Ramblas 208 A-1, 08004 Barcelona.

(iii) Job Function: The Employee shall be employed as a sales representative and he/she shall also be required to carry out associated functions as the Company may from time to time require.

(iv) Probationary Period: A probationary period of 4 months will apply. A letter, notifying the Employee of his/herappointment to permanent staff, will be issued at the end of a successfully completed Probationary Period.

(v) Hours of Work: The hours of work shall be 9.30 a.m. to 5.30 p.m., or a total number of 40 hours per week, as shall be set out by the Company from time to time but in any event shall at all times be in compliance with the provisions of the Organisation of Working Time Act, 1997.

(vi)Salary: The Employee’s monthly salary shall be 1,120.00 €. Payment shall be by direct debit into the Employee’s bank account, the account details to be provided by the Employee to the Company on the execution of the within contract.

(vii) Annual Leave: In addition to the nine Public Holidays, twenty working days holiday is allowed during a full calendar year, 1st January to 31st December inaccordance with the provisions of the Organisation of Working Time Act, 1997.

On termination of employment, the entitlement will be a proportion of the appropriate annual holiday based on the number of calendar months completed during the calendar year of departure, subject to a minimum period of notice under the Minimum Notice and Terms of Employment Acts 1973-1991.

(viii) AbsenceThrough Illness: The Manager must be notified as soon as possible after 9.00 am in all cases where a member of the staff is unable to attend at the place of work. A medical certificate is required if absence extends beyond three consecutive days and should cover the period until the staff member is declared fit for work. Dental appointments, visits to the doctors, etc, should, where possible, bearranged outside working hours.

(ix) Compassionate Leave: Compassionate leave will be at the discretion of the management but, in the case of near relatives, will be such as to allow full attendance at funeral services.

(x) Leave of Absence: Approval and duration of unpaid personal leave shall be at the discretion of the Company.

(xi) Grievance Procedure: The Company is most anxious thatlegitimate grievances raised by an Employee are expeditiously and fairly resolved. Any member of staff who has a grievance relating to his/her employment should discuss it with the Company.

(xii) Dismissal: The Company hopes that it will not become necessary to dismiss an Employee, however, it must be understood that there are certain breaches of Company Rules for which, after the facts havebeen ascertained, an Employee may be summarily dismissed or suspended, without pay, pending further investigations. In such an event, an Employee will be afforded a full right of representation of his/her case to the Company before a final decision is made. Continued failure to adhere to normal Company requirements, including timekeeping, attendance, job performance, confidentiality in relation to...