New employee handbook April 2024

Policies

If you are unable to aƩend your normal workplace due to severe weather condiƟons, with your Manager’s authorisaƟon, you may be able to work from home or, where pracƟcable to work from another Company locaƟon. If you do arrive late due to the severe weather you will not normally be expected to make up the lost Ɵme. However, when prior knowledge exists of severe weather you should plan extra Ɵme to commute. If you are unable to return to work following annual leave due to severe weather, you must make contact with your Line Manager before your expected return from leave (in so far as is reasonably pracƟcable) explaining the circumstances and when your likely return will be. If you wish to leave your workplace early because the weather is becoming worse and you wish to get home before it possibly becomes too bad to travel, you must discuss this with your Line Manager. Your Line Manager will decide on a case - by - case basis whether it is appropriate for you to be released from work early. When making this decision your Line Manager will take account of the employee’s circumstances, i.e. distance from work to home, mode of transport, and any physical impairment which may present addiƟonal barriers. The Company will decide on a site - by - site basis whether to close your normal place of work early due to the worsening weather condiƟons. If your child’s school or nursery has closed due to severe weather and this impacts on your ability to come to work, you may, as an emergency measure take the Ɵme as Annual Leave or as authorised unpaid absence. Where it is suspected that an individual is using severe weather condiƟons as an excuse not to aƩend work, the Company will take acƟon under the Disciplinary Policy . ʭ1) Fʋʛɵʙɨ LeʋɃɏ Employees requesƟng AdopƟon, Maternity, Paternity and/or Shared Parental Leave and enƟtlements should noƟfy HR at the earliest opportunity, please review the full Family Leave Policy for procedures and enƟtlements that currently apply. 12) Pʑnʣiʝɚ On joining the Company, you will be automaƟcally enrolled in the pension scheme under government iniƟaƟve ‘auto - enrolment’. Should you wish to opt out of the scheme you must noƟfy HR upon receiving the joining pack from our pension provider. 13) Prɼbaʤiʝnʋʢɨ Pʑʢioɍ All employees will be subject to the compleƟon of a saƟsfactory six month probaƟonary period. Should an employee fail to saƟsfy the requirements of the post during the probaƟonary period then the Company will, dependent upon the circumstances, decide whether to extend the probaƟonary period or to terminate the employment contract immediately without recourse to the Company’s Disciplinary Procedure. 14) Disʎʖɿʙʖnʋʢɨ ProȪeʏʦȾɏ The Company expects all employees to maintain certain standards of professional behaviour and conduct at all Ɵmes. This includes behaviour and conduct during or outside business hours on Social Media, at social or public events organised by the Company or at which the Company is represented. The disciplinary procedure’s purpose is to ensure fair, consistent and effecƟve treatment of any employee who may be subject to disciplinary acƟon. The disciplinary procedure covers all permanent and fixed - term employees and for probaƟonary employees the statutory disciplinary procedure will apply. For further details please review a full copy of the Disciplinary Policy .

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