2016 05 Employee Handbook_v12---FINAL- PRINT

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Shared parental leave can be taken for the remaining 50 weeks of the maternity/adoption leave entitlement as long as the maternity/adoption leave has ended. • An adopter can take SPL after taking at least two weeks of adoption leave • A father, partner, spouse of the mother can take SPL immediately following the birth of the child but they must take any paternity leave entitlement before taking SPL. Parents can take leave at the same time or separately as long as the mother has provided her employer with a “binding notice” of her return to work date. Continuous leave: you are entitled to request up to 3 blocks of leave if you don’t wish to take leave all in one go. Discontinuous leave: you can request to split the blocks into shorter periods of at least a week e.g. one week on, one week off but agreement to this will be at the discretion of the Company. E) SHARED PARENTAL PAY (ShPP) ShPP is based on SMP. The number of weeks available for ShPP will depend on the amount by which the mother/adopter reduces their maternity/adoption pay period or maternity allowance period up to a possible maximum of 37 weeks. Refer to the HMRC website to find out the current statutory provisions www.gov.uk/shared-parental-leaveand-pay Flexible working A) INTRODUCTION We recognise that in certain circumstances, employees may want to change or alter the way that they work, this may include hours of work, place of work or times of work. Flexible working requests may include working from home, reducing hours or working part time, job sharing etc. B) ELIGIBILTY Certain employees have a legal right to request flexible working hours, this is not an automatic right to have flexible working, but a right to have your request considered by the company. To qualify for this right of request you must have been employed by the company continuously for a period of at least 26 weeks when the application is made and not have made an application in the last 12 months. 20 Embignell Group - Employee Handbook
C) APPLICATION You should request an application form from HR, this sets out all the information you need to put in your request. Your completed form should be given to your line manager, Within 28 days of receiving your request HR will invite you and your line manager to a meeting to discuss your application further, you have the right to be accompanied to this meeting by a trade union representative or a colleague. A decision will be made within 14 days of the meeting and you will be notified in writing of the decision. D) CONSIDERATION The Company has a legal duty to consider all flexible working requests but has the right to refuse a request based on business grounds, these include: • extra costs which will damage the business • the business won’t be able to meet customer demand • the work can’t be re-organised among other staff • people can’t be recruited to do the work • flexible working will have an effect on quality and performance • there’s a lack of work to do during the proposed working times • the business is planning changes to the workforce E) APPEAL You have the right to appeal the decision if you feel that the information used to make the decision was incorrect and you should do so in writing. Once we have received your appeal letter, you will be invited to a meeting to discuss your appeal within 14 days. After the meeting, you will be informed of the decision Sickness payments and conditions A) POLICY STATEMENT The Company are committed to improving the health, wellbeing and attendance of all employees. We value the contribution our employees make to our success. Regular and punctual attendance is an implied term of every employee’s contract of employment – we expect each employee to take personal responsibility for achieving and maintaining good attendance. Embignell Group - Employee Handbook 21
Page 1 and 2: Embignell Group Employee Handbook
Page 3 and 4: Contents 3 • Contents 4 • Intro
Page 5 and 6: Joining our organisation A) PROBATI
Page 7 and 8: up to and including summary dismiss
Page 9 and 10: • All pay recommendations will be
Page 11 and 12: of confirmation i.e. exam timetable
Page 13 and 14: can be found on the intranet under
Page 15 and 16: In order to qualify for SMP, you ne
Page 17 and 18: F) ANTENATAL CARE Fathers and partn
Page 19: Shared Parental leave A) INTRODUCTI
Page 23 and 24: C) EVIDENCE OF INCAPACITY 1. Self c
Page 25 and 26: • If you are absent on 3 or more
Page 27 and 28: person without our written consent.
Page 29 and 30: Data controller is a person who det
Page 31 and 32: hard drive of a PC or server are de
Page 33 and 34: a. in the course of your normal dut
Page 35 and 36: particular attention to the followi
Page 37 and 38: the result of your carelessness, ne
Page 39 and 40: feel comfortable to produce their b
Page 41 and 42: should report this to HR as soon as
Page 43 and 44: 2. You should use your best endeavo
Page 45 and 46: should be switched off and kept awa
Page 47 and 48: Capability Procedures A) INTRODUCTI
Page 49 and 50: 4. The following rules and procedur
Page 51 and 52: serious injury to employees or any
Page 53 and 54: 1. You have the right to lodge an a
Page 55 and 56: 3. We recognise that we have a duty
Page 57 and 58: Equal opportunities policy A) STATE
Page 59 and 60: of advertising for each job role. O
Page 61 and 62: place or additional questions asked
Page 63 and 64: C) RETURN OF OUR PROPERTY On the te

2016 05 Employee Handbook_v12---FINAL- PRINT

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