Underwood Carpenter Employee Handbook - Latest 02 11 16

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Introduction to the Employee Handbook Welcome to our Team and we hope you will find your career with us both enjoyable and rewarding. We recognise our people are our future. We are continually learning, evolving and developing new ways of working that benefit our team and the Company as a whole. Our objective is to make our Company a great place to work and one in which each of our team feel recognised and are encouraged to grow and succeed. The Purpose of this Handbook We have prepared this Handbook with the objective of providing our team with useful information on all aspects of our policies, standards and procedures. We hope you will find this information useful as a reference document. A copy of this handbook is available on the HR Policies and Company Procedures drive : 1. Employee Handbook It is important that you ensure you make yourself familiar with its contents, but always feel able to discuss any business or personal matters with your Line Manager or one of our Support Mentors. Our Support Mentors Tim Salter, Allan McPherson, David Underwood and Rachael Lewis Aims It is our intention to clearly set out policies and procedures to ensure that all employees are treated consistently and fairly and that new members to our team have a point of reference on employment matters. Non-Contractual and Contractual Terms The contents of this handbook fall into two categories, non-contractual and contractual terms of employment. To help you define which items are non-contractual and which ones are contractual, this handbook has been split into two sections: Section 1: Section 2: Non-Contractual Contractual Amendments to the Employee Handbook It is important that we keep reviewing our people policies and procedures to ensure we comply with all legal requirements and adhere to best practice. The Company therefore reserves the right to make changes to policies and procedures contained within the handbook or otherwise to add in additional clauses/policies. Employee Handbook Issue Date: November 2016 6
Section 1 This section covers non-contractual policies and procedures. Whilst they do not form part of your contract of employment, they do nevertheless include policies that must be followed. It is therefore important that you understand these requirements, if they are not observed it may lead to a breach of Company policy and possible disciplinary measures. 1 Benefits for Employees • Employee Wellbeing • Training and Development • Professional Membership Fees • Personal Development Plan • UC Pension Plan • Perkbox Benefits • Medical Insurance • Eye Sight Tests for Display Screen Equipment (DSE) Users Employee Wellbeing We appreciate that at times, work can be stressful (either on a temporary or permanent basis) and at certain times in people’s lives, they are less able to tolerate stress levels that previously they would have been able to cope with and need a little extra support. Should you ever feel that your job is causing you undue stress or that you need extra support, please speak to your Line Manager or a Team Mentor so that we can work together to discuss ways of addressing the situation. Training and Development The Company is committed to training all employees to fully develop their potential and ensure that standards of competence are maintained. In conjunction with the Company's commitment it is expected that all employees will make a similar commitment to their own development, through their attitude to the opportunities and self learning. Professional Membership Fees At the Company’s discretion, we may reimburse professional fee subscriptions provided that they are relevant to your activities for the Company. Personal Development Plan Personal Development Plans are a key part of our business strategy and our staff development plan. We will aim to carry out reviews at least every three months or as agreed in your PDP Action Plan. Employee Handbook Issue Date: November 2016 7
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Page 5: ’Whistle Blowing’ Procedure 47
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
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Page 17 and 18: • The mother/primary adopter must
Page 19 and 20: SPLIT (Shared Parental Leave in Tou
Page 21 and 22: It is, therefore, the Company’s p
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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
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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
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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