Employee Handbook V5 2018

p
getting to work (adverse weather/ transport/ childcare difficulties)
We know that sometimes things happen that make getting to work difficult, such as extreme
weather like significant snow or floods, school closures or disruption to the transport network.
We do expect you to make every effort to attend your normal place of work and make
alternative travel or childcare arrangements wherever possible.
If you find yourself in this situation, you need to contact your manager before your normal
start date to discuss the options available to you. If you cannot get to your place of work and
there are no options for being able to work differently during this time the absence may be
taken as annual leave, unpaid leave or there might be an option to make the time up over an
agreed period. If you are late for work because of genuine difficulties then no action will be
taken.
p
More information and guidance is available in the Transport Difficulties and Adverse Weather
Policy.
raising concerns
We know that even in the best work places people may have concerns that they want to raise
about things and we’ll make sure that we listen to these and work with you to respove them
wherever we can. Where you feel comfortable to do so, then it is always a good idea to talk to
your manager to try and resovle any concerns you have informally. But if this doesn’t work or
it is something more serious you feel need to be raise formally from the outset then you can
raise a formal grievance. If you raise a grievance, this will be treated seriously and
investigated independently. You’ll have the right to be accompanied by another company
employee at any formal meetings or appeals which are held to understand the issues in your
grievance and make any decisions on what should happen.
Everyone at the Fuller Research Group has the right to work in an enviornment free from
harassment or any other type of unwanted behaviour.
So, if you believe you have been subject to, or have witnessed harassment, victimisation or
bullying at work, you can raise your concerns and be sure these will be taken seriously,
investigated fully and appropriate decisions and actions taken.
If you need any more information on these areas please look at our Bullying and Harassment
and Grievance Policies and Guidelines.
p
discipline
If the expected standards are not met our Disciplinary Policy and Guidelines explain what will
happen. We know most of the time an informal approach to any minor issues of misconduct
can resolve the problem and may be all that is needed to make sure that it doesn’t happen
again. Sometimes things are more serious or people do not change their behaviour or actions
and then we may need to take formal action in line with the Disciplinary Policy.
The Disciplinary Policy and Guidelines explains how we will investigate any allegations and
the process that we will follow to make sure we reach a fair decision on the outcome, including
providing the right to be accompanied by another company employee, time to prepare for
any formal hearings and the right to appeal against any formal outcomes that are issued.
If an allegation is very serious, we may suspend someone on full pay, without prejudice whilst
we investigate.