Employee Handbook V5 2018

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part one holidays p c The holiday year runs from 1st January to 31st December. If you join or leave us during the year your entitlement is based on the date you started or left. You are entitled to 28 days holiday a year when you start your employment with us, including all bank holidays. If you are a part time employee your holiday allowance is worked out on a pro-rata basis. Increases in Annual Leave are awarded in the annual leave year following the completion of the relevant full years’ service. For example if you started work with us 3rd June 2014, your first increase would occur in the 2017 holiday year. 1-2 years 28 days including bank holidays 3-5 years 30 days including bank holidays 5+ years 33 days including bank holidays Holiday cannot be carried over into the next year. You can request holiday via People HR, please make sure you have had your holiday approved before you make any definite arrangements. If you would like to use your holiday to celebrate religious festivals or attend ceremonies we will consider your request sympathetically, alongside other requests and the needs of the business.
eing absent from work If you need time off work, for reasons you can plan for, you must agree this with your manager beforehand wherever you can. But we know things happen that we can’t always plan for, including illness. If this happens you need to let your manager or know that you won’t be in work as soon as you can and normally before 9am. c Depending on the reason you are not able to attend work, there are a range of leave options to support you and you can find out more about these in our Leave Policy and Guidelines. Whatever the reason for your absence, it is really important you contact your manager, because if you’re absent without their agreement or knowledge this is known as being Absent Without Authorised Leave (AWAL) and we reserve the right to stop your pay. This could also, following investigation lead to serious consequences under our Disciplinary Policy. sickness absence If you are too ill to come to work, this section tells you more about what to do and how we will support you. The Sickness Absence Policy and Guidelines explain how we manage absence; the support we provide and what steps may be take depending on the reason and length of absence. High levels of absence can have an impact on the success of our business, affecting clients and colleagues so it’s important that we do manage absence in a fair and supportive way. If you can’t come to work as expected it is important you follow the absence reporting procedures and call your manager by phone on the first day of sickness absence, between 8am and 9am, and each subsequent day for short term absences. Throughout longer term absences you will need to maintain reasonable contact with your manager. If you are off work for more than 7 calendar days you also need to make sure you provide us with a doctors fit note. We encourage you to discuss with you doctor and manager whether there is any support or reasonable adjustments that can be made to help your successful return to work. When you’re back at work your manager will hold a return to work meeting with you to understand more about the reasons for your absence and what they can do to support you. They will also consider and discuss any next steps that might be needed, depend on the length and reason for your absence, in line with the Sickness Absence Policy. We will do everything reasonable to help you through periods of illness. Sometimes we might need you to have a medical examination or we might need to seek further medical advice in relation to your illness. If we do we will ask for your consent to disclose the medical report to us.
Page 1 and 2: employee handbook A guide to your t
Page 3 and 4: getting the most from your employee
Page 5 and 6: who we are... The Fuller Research G
Page 7 and 8: people hr People hr is the system w
Page 9 and 10: salary payments and deductions Wage
Page 11 and 12: developing you p Our continuing suc
Page 13: p supporting you our people policie
Page 17 and 18: ecoming a parent p Whether you are
Page 19 and 20: p getting to work (adverse weather/
Page 21 and 22: We’re positive about mental healt
Page 23 and 24: HR will email you the relevant ques
Page 25 and 26: c c c other employment and outside
Page 27 and 28: p p using personal devices at work
Page 29 and 30: data protection p data protection a
Page 31 and 32: We also need to pass relevant data

Employee Handbook V5 2018

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