11 months ago

Employee Handbook V5 2018

shared parental leave

shared parental leave Shared parental leave (SPL) is available to all employees, full and part time, and allows a mother/ primary adopter and their partner to share the responsibility of working and caring for a child provided that the mother/ primary adopter returns to work prior to using all the their entitlement to maternity/ adoption leave and/ or statutory pay. To qualify for shared parental leave you must: 1. Be the child’s mother or primary adopter 2. Be the biological father of the child; or, 3. Be the mothers husband, partner (including same sex relationships) or civil partner, or be the husband or partner (including same sex relationships) of the primary adopter and 4. Have 26 weeks continuous service with the FRG, 15 weeks before: a. The expected week of childbirth; or b. Being notified of being matched with an adoptive child. The FRG offers an Enhanced Shared Parental Leave Package. For further information please refer to the Shared Parental Leave Policy parental leave Eligible employees can take unpaid parental leave to look after their child’s welfare. For example to: Spend more time with your children To look at new schools To settle your children into new childcare arrangements To spend more time with family, i.e. Visiting grandparents All your terms and conditions of employment are protected during parental leave. Parental leave is unpaid and you can take it up to your child being 18. For further information please refer to the Parental Leave Policy.

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.

FCA Employee Handbook - Financial Conduct Authority
Employee Handbook -
Employee Handbook - We are YNHH Home
SCSU's Employee Handbook - Southern Connecticut State University
Student Employee Handbook - CampusDish
Employee Handbook - Scarborough Borough Council
Employee Handbook - Fairfax County Government
Employee Handbook 2010 - Home - Welcome - Bridgewater College
Employee Handbook (2884KB) - Scarborough Borough Council
Suggestions for Writing Employee Handbooks - Iowa Workforce ...
Adjunct Faculty Employee Handbook - Maricopa Community Colleges
Employee Handbook Receipt - Killeen Independent School District
The Breakers Team Member Handbook CURRENT
EMPLOYEE HANDBOOK - Frostburg State University
Thomas Franks Handbook