2016 05 Employee Handbook_v12---FINAL- PRINT

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B) PAY DETERMINATION 1. Basic pay determination Your basic pay will be determined by: • Your role and responsibilities within the Company organisational structure • Reference to the external market • Individual factors, including capability in the role demonstrated through skill assessment and relevant experience • Relevant internal pay comparisons 2. Pay Review Dates The Company has one main pay review each year with any pay increases to take effect from 1st October. Please note that this is a review of pay and may or may not lead to an increase. In addition, some promotions and other job-related pay changes may need to take place at other points throughout the year where they can not be tied in to the annual pay review cycle. However, as far as possible the aim is to minimise interim pay adjustments. 3. Reviewing Individual Pay Each department will be provided with internal pay budgetary information in preparation for the annual pay review. This will include guidelines on making individual pay decisions. The following factors may impact on the level of increase: • Promotional moves • Growth in a job where an individual has taken on significant additional tasks and responsibilities which warrant an increase in pay • Consistent contribution to the business at a high level through development of skills or outstanding performance that is not rewarded through a the Company bonus scheme We seek to ensure consistency in individual pay reviews through the following processes: • All department Line Managers are provided with the same level of data and information to support the process • Guidance is provided to Line Managers on what factors to take into account in making pay recommendations • All Line Managers must include a clear justification following the HR guidance to confirm the factors considered in the recommendation 8 Embignell Group - Employee Handbook
• All pay recommendations will be reviewed and signed off by the Finance Director and Managing Director • If there is an exceptional need to review pay outside of the normal pay review cycle, proposals will be considered and signed off by the relevant Head of Department together with the Finance Director and Managing Director C) BONUS PAYMENTS 1. The Company operates various bonus schemes for roles within the business. If your role is subject to a bonus or incentive payment scheme details of this will be made available to you by your Line Manager or the HR Department. 2. Bonus and incentive payments are in the form of variable pay and are performance related based on key performance indicators set by the relevant Line Manager and key performance targets for the Company. Amounts awarded are also variable and targets may change. All bonus and incentives are paid at the discretion of the Company and can be withdrawn at any time. 3. All bonus and incentive payments will be reviewed by Compliance and signed off by the Finance Director and Managing Director D) LATENESS/ABSENTEEISM 1. You must attend for work punctually at the specified time(s) and you are required to comply strictly with any time recording procedures relating to your area of work. 2. All absences must be notified in accordance with the sickness reporting procedure laid down in this Employee Handbook. 3. If you arrive for work more than 15 minutes late without having previously notified us, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the shift/day without pay. 4. Lateness or absence may result in disciplinary action and/or loss of appropriate payment E) TEMPORARY SHORTAGE OF WORK If there is a temporary shortage of work for any reason, we will try to maintain your continuity of employment even if this necessitates placing you on short time or having to lay you off work without pay other than statutory guarantee pay. Embignell Group - Employee Handbook 9
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: up to and including summary dismiss
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 and 20: Shared Parental leave A) INTRODUCTI
Page 21 and 22: C) APPLICATION You should request a
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
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2016 05 Employee Handbook_v12---FINAL- PRINT

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