Underwood Carpenter Employee Handbook - Latest 02 11 16

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Working from Home / Flexible Working Whilst we support flexible and mobile working, we expect our team to work from the Company’s Head Office at least one day per week to maintain proper communication with their Line Manager and ensure they operate as part of the team structure and are fully up to date with ways of working. Individual arrangements must be agreed with your Line Manager. If the Company agrees to you working from home for any part of a day or any part of a week, you must first satisfy the Company that you have adequate facilities available for you to work from home. This will include ensuring that you have the means to maintain full telephone and email communication at all times. If agreement is granted by the Company, any subsequent change whatsoever that may affect your ability to work from home in the required manner must be notified to your Line Manager immediately. Failure to satisfy this requirement may result in appropriate actions in line with the Disciplinary Procedure. If working from home or away from the office, you must ensure that the following are being achieved: • Regular communication, including discussion of your workload, whereabouts, objectives and achievements • Regular submissions of evidence/reports/documentation relating to your workload, whereabouts, objectives, achievements, etc • You have access to the appropriate resources in order to fulfil your business objective • You are easily contactable by telephone and or email during your contracted hours • Your locations are regularly updated with head office Personal Property You are reminded that the Company does not accept any responsibility for loss or damage to an employee’s clothing or personal items. Public Duties If you are required to be a witness in court or attend jury service, leave of absence may be granted. If granted, you will be required to complete the loss of earnings form provided by the courts. 3 Work and Family • Maternity Pay and Leave • Paternity Pay and Leave • Shared Parental Leave • Parental Leave • Family Emergencies Maternity Pay and Leave If you are absent from work due to pregnancy or confinement, you must take compulsory maternity leave of at least 2 weeks and are entitled to maternity leave of up to 52 weeks and, if you satisfy particular qualifying conditions, you may be entitled to certain statutory payments. Employee Handbook Issue Date: November 2016 12
Please note, however, that owing to the complexity of the legislation the following is only a summary. Notification of Pregnancy Once you have your pregnancy confirmed you should notify your Line Manager at the earliest opportunity and, if possible, give an indication of when your baby is due. Notifying the Company of pregnancy is particularly important for anyone whose work involves, for example, lifting or carrying. However, at the latest, you are required to notify the Company of your intention to take maternity leave by the 15 th week before your expected week of confinement (EWC). You will need to advise the Company: • That you are pregnant • The week your baby is expected to be born • When you want your maternity leave to start You are entitled to change your mind about when you want to start your maternity leave, providing you advise the Company at least 28 days in advance. Once the form MAT B1 (which states the expected date of birth) has been issued by the midwife or doctor, you should give this to the Finance and HR Manager. The Company will respond in writing within 28 days of receiving your notification of your leave plans, setting out the date of which you are expected to return to work if you take your full maternity leave. You should notify the Company of the date of your baby’s birth as soon as is convenient after the birth. Maternity pay and leave provisions are applicable to anyone whose baby is born after 24 weeks of pregnancy. Risk Assessment The Company may carry out a risk assessment and if your job, or any of your duties, is identified as carrying any risk for you or your unborn child you will be notified immediately and all reasonable arrangements will be made to remove you from those risks. This may mean that your working conditions are altered or that you are offered other more suitable duties for the duration of your pregnancy. If neither of these options is possible it may be necessary to suspend you on full pay until you are no longer at risk. If you unreasonably refuse a suitable alternative vacancy which is offered you may lose your right to pay. If you have any concerns about your own health and safety during your pregnancy at any time you should speak to your Line Manager immediately. Ante Natal Care Time off with pay is allowed for the purposes of antenatal care advised by a doctor or midwife provided that you can provide evidence of an appointment (except for your first ante natal appointment, which you can attend first and provide evidence later). The father/partner is entitled to attend up to 2 ante-natal appointments; time off for these appointments will be unpaid. Maternity Pay If you have been employed by the Company for 26 weeks, 15 weeks before the week in which your baby is due (the qualifying week) and your earnings are above the lower earnings limits, you will be entitled to statutory maternity pay (SMP). Employee Handbook Issue Date: November 2016 13
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Page 5 and 6: ’Whistle Blowing’ Procedure 47
Page 7 and 8: Section 1 This section covers non-c
Page 9 and 10: Eye Sight Tests for Display Screen
Page 11: Employees must remember that everyo
Page 15 and 16: efore your intended date of return.
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Page 19 and 20: SPLIT (Shared Parental Leave in Tou
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Page 23 and 24: for them to be able to carry out th
Page 25 and 26: Right to be Accompanied You have th
Page 27 and 28: Gross Misconduct There are certain
Page 29 and 30: agreement that mediation could add
Page 31 and 32: The Company is under no obligation
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Page 35 and 36: Self-Certification/Medical Certific
Page 37 and 38: Company Sick Pay (CSP) If you are u
Page 39 and 40: C. Consideration of Suitable Altern
Page 41 and 42: • Users should not leave their la
Page 43 and 44: You should remember that whether yo
Page 45 and 46: 4 Bribery and Disclosure • Anti-B
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Page 49 and 50: The Company reserves the right to p

Underwood Carpenter Employee Handbook - Latest 02 11 16

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