Underwood Carpenter Employee Handbook - Latest 02 11 16

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At the end of the leave period, you will have the right to return to the role you were in prior to taking leave unless, in exceptional circumstances, you have taken in excess of 4 weeks, in which case you will be entitled to return to the same role or a role of a similar status and nature. An employee who fails to return on the due date from parental leave may be subject to disciplinary action. Family Emergencies In the case of family emergencies, employees will be allowed a reasonable amount of unpaid time off to: • Assist a dependant who is ill, gives birth or is injured (spouse, child, parent or someone who lives in the same household other than an employee, lodger or tenant) • Arrange care for a dependant who is ill or injured or to assist when existing arrangements break down • Make arrangements following the death of a dependant • Deal with an incident involving their child during school hours You should note that any time off should only be long enough to deal with the problem that has arisen and the incident or emergency must be quite serious and genuinely unexpected. For these purposes ‘dependant’ is defined as a spouse, child, parent or someone who lives in the same household other than an employee, lodger or tenant. The definition for the first two reasons as identified in the above list extends to someone who reasonably relies on the employee for help on a day-to-day basis. To qualify for time off an employee must inform their Manager why they need to be off as soon as is reasonably practicable, and give some indication of how much time they would need. Should you fail to contact the Company as soon as reasonably practical of the reason for your absence, you will lose the automatic right to time off. In contacting the Company, you must also say how long you are likely to be absent. Should you not notify the Company of why you are absent or if you are thought to have abused this right in some way, you may be subject to disciplinary action. Such occurrences are likely to be viewed as a serious breakdown in the mutual trust and fidelity that needs to exist between the Company and its employees. 4 Health and Safety • Health and Safety Policies Health and Safety Policies The Company aims to provide a safe and healthy environment for all it’s employees, visitors and contractors. In order to achieve this aim it is necessary that the full support and co-operation of all employees, visitors and contractors is willingly given. Health and Safety is the responsibility of all individuals and their recognition of this responsibility is crucial. The objectives are to prevent all injuries wherever possible and to establish safe working practices throughout all areas. It is the duty of the Company to take all necessary steps to ensure that all plant and equipment is maintained in a safe condition and that the Company’s premises are free of defect that may affect the health of those using them. Employee Handbook Issue Date: November 2016 20
It is, therefore, the Company’s policy to comply with all statutory requirements concerning Health and Safety, both in practice and spirit. However, it is the duty of all employees and other users of the Company’s premises to take all necessary precautions to protect themselves and others from injury, which may arise from their actions, and everyone is to abstain from any act of endangering others. Health and Safety policies and procedures are located on the HR Policies and Company Procedures drive : 2. Company Health and Safety Policies and Procedures It is each employee’s responsibility to ensure they are familiar with the Company’s Health and Safety Policies and conduct themselves in accordance with the provisions of the Company’s policies and procedures. 5 Marketing and Branding • Marketing • Branding and Standard Templates Marketing Marketing takes many forms including: 1. Promotional and tender submission material 2. Marketing corporate events 3. Advertising All forms of marketing and related initiatives must be agreed and signed-off by your Line Manager. With all marketing material, the Company brand including logo and font type must be strictly in accordance with the Company’s branding templates. Social and corporate events may be approved but these must reflect the Company’s professional standing and be appropriate. Such events must be agreed with your Line Manager. Branding and Standard Templates Correct branding of documentation is of great importance. All documents, however formal or informal, reflect the Company and its professionalism. We have set out clear guidelines on the use of the Company’s font and logo, including sizing. These must be adhered to and should not be deviated from. Clear guidance and standard templates can be found on the HR Policies and Company Procedures drive. It is the responsibility of all employees to ensure they are familiar with, and adhere to, branding requirements. If there are any aspects of this requirement that you are unsure of, you should contact the Office Manager. Employee Handbook Issue Date: November 2016 21
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Page 3 and 4: 3 12 Work and Family 12 Maternity P
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 and 12: Employees must remember that everyo
Page 13 and 14: Please note, however, that owing to
Page 15 and 16: efore your intended date of return.
Page 17 and 18: • The mother/primary adopter must
Page 19: SPLIT (Shared Parental Leave in Tou
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
Page 33 and 34: Hotels Meals • The Company has ac
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
Page 47 and 48: • Business relationships with clo
Page 49 and 50: The Company reserves the right to p

Underwood Carpenter Employee Handbook - Latest 02 11 16

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