It is inevitable that you and your staff will face difficulties getting to and from work when either severe weather conditions, accidents close motorways or there are disruptions to public transport through strikes. Whilst the health and safety and wellbeing of all our staff is in the forefront of our minds, we must also ensure that the business runs effectively and are customers are not disadvantaged due to these external problems.
All staff have a contractual obligation to report for work regardless of the situation. Staff should therefore make every effort to get to work in all circumstances. When severe weather conditions or major disruptions to public transport are forecast in advance, take appropriate advice and allow extra time for your journey or make alternative travel arrangements if possible. Staff are expected to attend work on time and uacceptable absence or lateness may give rise to disciplinary action so it is important to discuss any concerns with management in advance.
Accepted Absence or Lateness
Naturally there will be occasions where even the best attempts to attend work will be in vain and in this case staff should contact their Manager as soon as possible to discuss the position.
For all staff who have genuinely used their best endeavours to attend work but are unable to do so or are late one of the following options may be offered:-
• Make up the time at a later date.
• Take any absence from work as part of that staff member's annual leave entitlement.
• Take any absence from work as special unpaid leave (in this case, that member of staff's pay will reduce accordingly to take account of the hours/days they have not worked).
• Be paid as if they had attended work on the day(s) of absence.
• Work from home or otherwise work remotely.
You as the company owner, manager or director reserve the right to allow different solutions to reflect an employee’s individual’s circumstances. You must take into consideration your staff's distance from home to work, their mode of transport and how viable it is for them to work from home, and on the needs of the Company.
Leaving Work Early to Avoid an Oncoming Risk
Where there is a risk to staff travelling safely home a manager will decide whether to allow staff to leave work early (and to make up the time at a later date if necessary). As a responsible employer you will again base your decision on staff members individual circumstances.
Find out more by watching the video!
Friday, 26 November 2010
Wednesday, 24 November 2010
Don't call Time on the Christmas Party
The Christmas party still remains a strong tradition amongst small and medium sized business (SME’S) customers of The HR Dept, a national outsourced HR business.
Despite the Queen cancelling her staff Christmas party this year, in a recent survey 58% of The HR Dept SME customers surveyed stated they would be holding a Christmas party in some form.
Despite the past couple of years being particularly economically challenging and businesses looking to match austerity measures felt by the country, the Christmas works party season is nearly upon us. Newspapers and blogs fill with stories of the tales of the Christmas party night and would make make any business owner wince if it happened anywhere near their own organised Christmas party. Given the stories about employers being liable for third party actions at events, grievances against members of staff who act inappropriately and the token photocopying body parts story or not asked for kisses under the mistletoe, the Christmas party can leave an unwanted staff legacy and a cost.
The Key to a Xmas Party
The HR Dept advises that “though letting your hair down" may seem like a good idea, many firms shy away from providing open bars or organising pub crawls in the modern times because of the religious sensitivities and potential HR issues that can come from the party with too much alcohol involved, whether the behaviour of people or even how they get home. The key is to always remind your staff that a Christmas office party is still an extension of the workplace; normal rules about behaviour still apply.
Though Santa traditionally delivers presents, it appears this tradition is not continuing in the workplace as nearly two thirds of SME’s surveyed, decided against buying gifts for their staff. With the rise of office ‘secret Santa’s’ and a potential focus on a staff party as a reward, it is not unsurprising that many employers are deciding against presents. 66% seem to be aware that you can spend more money per head on a party itself than buying gifts at certain higher values and making it deductable to HMRC for both employers and employees. The HR Dept clarifies that “the basic position is that employers can spend up to £150 per head on annual staff events without it being treated as a taxable perk.”
End the Year on a High, Avoid a New Year Tribunal!
Cue the inevitable HR and legal policies about behaviour at Christmas parties, but remember, if managed properly, it can be a great high to end the year on, whatever the economy and of course the cold winter weather.
Despite the Queen cancelling her staff Christmas party this year, in a recent survey 58% of The HR Dept SME customers surveyed stated they would be holding a Christmas party in some form.
The Key to a Xmas Party
The HR Dept advises that “though letting your hair down" may seem like a good idea, many firms shy away from providing open bars or organising pub crawls in the modern times because of the religious sensitivities and potential HR issues that can come from the party with too much alcohol involved, whether the behaviour of people or even how they get home. The key is to always remind your staff that a Christmas office party is still an extension of the workplace; normal rules about behaviour still apply.
Though Santa traditionally delivers presents, it appears this tradition is not continuing in the workplace as nearly two thirds of SME’s surveyed, decided against buying gifts for their staff. With the rise of office ‘secret Santa’s’ and a potential focus on a staff party as a reward, it is not unsurprising that many employers are deciding against presents. 66% seem to be aware that you can spend more money per head on a party itself than buying gifts at certain higher values and making it deductable to HMRC for both employers and employees. The HR Dept clarifies that “the basic position is that employers can spend up to £150 per head on annual staff events without it being treated as a taxable perk.”
End the Year on a High, Avoid a New Year Tribunal!
Cue the inevitable HR and legal policies about behaviour at Christmas parties, but remember, if managed properly, it can be a great high to end the year on, whatever the economy and of course the cold winter weather.
Thursday, 14 October 2010
Turn to the positive, big rise in new UK start-ups.
It is really encouraging to read the latest figures http://tiny.cc/vial6 that the number of small business start ups in the UK in the first six months of 2010 was the highest amount in a decade.
Good on them!
It is natural after a recession that there may be a boom of people starting their own businesses as they may have been fed up in their workplace; they may have access to capital due to redundancy or just have a brilliant idea and are running with it. Dragons Den may have a few more pitches in 2011!
This positive news makes a real difference and is welcome relief from the daily media outpouring of job cuts and losses. With the October spending review looming, there may be more people encouraged to start their own business when they find themselves without a job.
Running your own business can produce some of the biggest rewards in life and every entrepreneur who tries to start up their own business does so for different reasons. There is no right answer, but of course there is no kidding it always takes hard work, dedication and a few learning bumps along the way...
Some of the new start up businesses will face the daunting challenge of taking on their first employee potentially at some point and growing further. Recruiting the right person can be a distraction initially but without a team your business may be limited in growth, therefore, taking the time to plan the job role and person specification will be important in the early stages and advertising cost effectively will be a priority. Word of mouth recruiting in the early stages of growth can sometimes be the most effective...
Whether you take on your first or hundredth employee, they should always be given up to date terms and conditions of employment within eight weeks from when they started. Ensuring your contract of employments actually fit your business, role and the environment is crucial, most small businesses start off with giving the statutory minimum and look to expand on this further when they continue to grow and seeds of success are planted. Nothing wrong with that...
Policies and procedures do not have to be developed from day one; a start up grows and changes, this part of the dynamic business change that will happen over time.
Ok the reality is when starting a new business you should never be bogged down by employment and HR red tape but you should be aware of what you legally should be doing. HR and employment legislation won’t be a barrier to anyone wanting to set up their own business, it is just likely you may have to deal with issues that come up and getting it right so it doesn’t cost the earth.
Onwards and upwards for the start ups of Britain, The HR Dept salutes you!
Wednesday, 1 September 2010
HR Workshop - Equality Act 2010
You may or may not be aware that the Equality Act, which brings together various pieces of legislation in regards to diversity, discrimination and equality under one act, comes into force on 1st October 2010 and has implications for all sizes of businesses - small and big.
The HR Dept is keen to assist small businesses in understanding their obligations and making sure they are kept up to date and legal.
The HR Dept is running a workshop in the Cambridgeshire and Peterborough areas for small business owners.
For more information follow the link.
http://tiny.cc/na8zu
The HR Dept is keen to assist small businesses in understanding their obligations and making sure they are kept up to date and legal.
The HR Dept is running a workshop in the Cambridgeshire and Peterborough areas for small business owners.
For more information follow the link.
http://tiny.cc/na8zu
Friday, 27 August 2010
Growing your business - those next scary steps!
When it comes to being a small employer, it can be quite daunting taking on your first couple of employees and growing your business. How should you recruit? What can I, and importantly, what can't I say? There are also lots of confusing and horror stories about employment law mistakes for a small businesses and where can you get the most up to date and cost effective support from - without paying through the nose for it! Well the shocking truth is that whether you employ 1 or 1,000 people every aspect of employment law applies to you and your business.
You probably didn’t dream of starting and running your business so that you could spend hours embroiled in employment law issues, contracts, payroll problems and everything else that comes along with employing people!
Some practical tips to consider when considering the growth of your business;
Do you employ or could you outsource?
Round pegs in round holes! – How do you recruit the best person? Given there is a huge amount of talent currently in the marketplace you want to attract the best possible candidate and naturally retain them.
Can you afford it?
What is the return on your investment likely to be?
Have you got a job description and person spec for the roles?
We always say.. Think big and follow that dream!
Sue Isaacson - HR Dept Cambridge will be at the Evolving Business Roadshow in Biggleswade on 9th September from 6pm where you will learn the most common management myths surrounding employment law.
As a speaker at the event The HR Dept will be providing practical tips on recruitment, contracts of employment, your obligations as an employer and how to avoid costly mistakes!
To find out more and to book your place: http://tiny.cc/zyoja
You probably didn’t dream of starting and running your business so that you could spend hours embroiled in employment law issues, contracts, payroll problems and everything else that comes along with employing people!
Some practical tips to consider when considering the growth of your business;
Do you employ or could you outsource?
Round pegs in round holes! – How do you recruit the best person? Given there is a huge amount of talent currently in the marketplace you want to attract the best possible candidate and naturally retain them.
Can you afford it?
What is the return on your investment likely to be?
Have you got a job description and person spec for the roles?
We always say.. Think big and follow that dream!
Sue Isaacson - HR Dept Cambridge will be at the Evolving Business Roadshow in Biggleswade on 9th September from 6pm where you will learn the most common management myths surrounding employment law.
As a speaker at the event The HR Dept will be providing practical tips on recruitment, contracts of employment, your obligations as an employer and how to avoid costly mistakes!
To find out more and to book your place: http://tiny.cc/zyoja
Thursday, 19 August 2010
Witch is wicked
Given that "sickies" cost the UK economy and businesses £2.5 billion a year - reality tv shows must add some cost to this figure ...
Take for example the wookey witch!
Recruited in a locally high profile campaign, the acceptable candidate was required to have skills such as potion-making, cat-friendly and be able to cackle ...
Well it appears the witch's curse has struck - the current witch was spotted on auditions for X Factor, by her bosses, and excuse the pun, has ended up in a cauldron of hot water!
http://tiny.cc/am5c4
I mean the story headlines can write themselves ... 'witch put's curse on employer' ... maybe as an afterthought.
The reality being, even a witch can be put through a disciplinary procedure for trying to pull a "sickie". Good on the employer for being consistent and not being left green in the face.
Take for example the wookey witch!
Recruited in a locally high profile campaign, the acceptable candidate was required to have skills such as potion-making, cat-friendly and be able to cackle ...
Well it appears the witch's curse has struck - the current witch was spotted on auditions for X Factor, by her bosses, and excuse the pun, has ended up in a cauldron of hot water!
http://tiny.cc/am5c4
I mean the story headlines can write themselves ... 'witch put's curse on employer' ... maybe as an afterthought.
The reality being, even a witch can be put through a disciplinary procedure for trying to pull a "sickie". Good on the employer for being consistent and not being left green in the face.
Wednesday, 18 August 2010
Win HR Starter Toolkit
The HR Dept – Guildford have a stand at the “Woking means Business” Exhibition on the 7th October 2010, come and visit us for the opportunity to win a “HR Starter toolkit” worth £275 packed with advice, sample forms and procedures for your employees. For more information click here http://tiny.cc/s9i9c
Thursday, 5 August 2010
Stand tall in the face of discrimination
Employment law may make it feel like employers can’t say anything to employees these days without getting themselves into trouble …
Well, in a very recent tribunal case http://tiny.cc/uhl2c a manager clearly overstepped the mark by humiliating a member of staff, but it's the reference to their height that has caught the headlines. The term “short arse” was used more than once to humiliate the suffering worker. Bullying and harassing behaviour is clearly not acceptable. This highlights the dangers for employers or managers who take it upon themselves to hold personal vendettas, height related or otherwise…
Lesson learnt here no doubt!
Well, in a very recent tribunal case http://tiny.cc/uhl2c a manager clearly overstepped the mark by humiliating a member of staff, but it's the reference to their height that has caught the headlines. The term “short arse” was used more than once to humiliate the suffering worker. Bullying and harassing behaviour is clearly not acceptable. This highlights the dangers for employers or managers who take it upon themselves to hold personal vendettas, height related or otherwise…
Lesson learnt here no doubt!
Thursday, 10 June 2010
Contracts of employment
Naturally like mortgage terms, a bank loan, a contract for buying an item on hire purchase you should always read the terms! It is goes the same for contracts of employment, but actually how many employees have terms that are up to date and relevant, not that they don’t actually read them and take on board what they receive and are entitled too...
http://tiny.cc/6r890
The focus actually should be on the employer to provide up to date terms and conditions, but our own experience is that small business don’t have the time to draft their own terms nor the expertise because a standard template just might not be right for their business and environment. It is important to ensure they fit.. Just because a large corporate gives 12 full pay sick pay, a small business doesn’t have to!!
Remember a new employee should be receive up to date and relevant terms and conditions of employment within 8 weeks of starting their employment – there is a penalty for failing to do so…
http://tiny.cc/6r890
The focus actually should be on the employer to provide up to date terms and conditions, but our own experience is that small business don’t have the time to draft their own terms nor the expertise because a standard template just might not be right for their business and environment. It is important to ensure they fit.. Just because a large corporate gives 12 full pay sick pay, a small business doesn’t have to!!
Remember a new employee should be receive up to date and relevant terms and conditions of employment within 8 weeks of starting their employment – there is a penalty for failing to do so…
Wednesday, 5 May 2010
World Cup: Accident at Work
Following World Cup hype in the office, the team of engineers at ABC Ltd, decide to re-enact famous World Cup goals in the company car park during their lunch break. One of the lads has a football so the game begins... Following a truly sensational re-enactment of Michael Owen’s 1998 solo goal against Argentina and the team effort of Brazil climaxing in Alberto’s goal against Italy in 1970, as one of the employees jumps to perform Maradona’s "hand of God" goal, he is pole axed by the oncoming Peter Shilton impressionist and is knocked unconscious.
An innocent accident at work, but an ambulance is called and the employee is off sick for 4 weeks following a serious concussion and later discovered to have fractured his collar bone too.
Is this a problem for the employer?
Well, yes.
Despite the inconvenience of the employee being away from the workplace for four weeks, this would also have to be treated as an accident at work. The employer would have a duty to inform Health and Safety Executive (HSE) under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) because the accident resulted in a serious injury and was off work for more than 3 consecutive days. You will need to record the accident in your accident book and conduct an investigation into the incident due to its seriousness.
The other question is what do you pay the employee for the time they are off due to an accident at or in work?
It would be wise to refer to their contract of employment to see whether a member of staff is entitled to receive Company Sick Pay or just SSP for the period they are off. Under the circumstances it would be difficult to withhold sick pay if they were contractually obliged to receive it as it did happen on Company premises, not technically during a working period, but did involve another work colleague. Given the circumstances, it would not be clear if the Company could be blamed for the accident but remember there are a lot of "no win no fee" lawyers out there…
With the World Cup starting in June 2010 it might be an idea to start reviewing your policies on accidents at work just in case this theoretical scenario (or something similar) comes true.
Our company accepts no liability for the content of this document, external links or for the consequences of any actions taken on the basis of the information provided, as with all employment and Health and Safety issues HR advice should be sought at the beginning of any issue from professionals.
An innocent accident at work, but an ambulance is called and the employee is off sick for 4 weeks following a serious concussion and later discovered to have fractured his collar bone too.
Is this a problem for the employer?
Well, yes.
Despite the inconvenience of the employee being away from the workplace for four weeks, this would also have to be treated as an accident at work. The employer would have a duty to inform Health and Safety Executive (HSE) under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) because the accident resulted in a serious injury and was off work for more than 3 consecutive days. You will need to record the accident in your accident book and conduct an investigation into the incident due to its seriousness.
The other question is what do you pay the employee for the time they are off due to an accident at or in work?
It would be wise to refer to their contract of employment to see whether a member of staff is entitled to receive Company Sick Pay or just SSP for the period they are off. Under the circumstances it would be difficult to withhold sick pay if they were contractually obliged to receive it as it did happen on Company premises, not technically during a working period, but did involve another work colleague. Given the circumstances, it would not be clear if the Company could be blamed for the accident but remember there are a lot of "no win no fee" lawyers out there…
With the World Cup starting in June 2010 it might be an idea to start reviewing your policies on accidents at work just in case this theoretical scenario (or something similar) comes true.
Our company accepts no liability for the content of this document, external links or for the consequences of any actions taken on the basis of the information provided, as with all employment and Health and Safety issues HR advice should be sought at the beginning of any issue from professionals.
Tuesday, 6 April 2010
Position of the Week
There’s no doubt that for any UK employer, a well thought out job advertisement is essential when recruiting the right person for the job. After all, any business owner knows that the recruitment process can be an arduous task.
With the 2010 general election announced in today’s news, here’s a great example of a comprehensive job spec:
http://www.tinyurls.co.uk/V902
Only question is … who will get it?
With the 2010 general election announced in today’s news, here’s a great example of a comprehensive job spec:
http://www.tinyurls.co.uk/V902
Only question is … who will get it?
Thursday, 25 March 2010
What's going on down the farm?
Social networking sites seem to be multiplying faster than the H1N1 virus! Whether you are a facebooker or you love to tweet there are a million and one ways to waste time online. Any employer knows that social networking and online gaming can pose a serious threat to productivity in the workplace. Just today in the news, a Bulgarian official has been sacked after being caught milking a virtual cow on the hugely popular online farming game, FarmVille. Whatever next?! One thing’s for sure, small business owner’s need to get smart and make sure they have a clear IT policy which outlines internet use in the workplace. After all, in a couple of month’s ‘World Cup Fever’ will be upon us and with it, another reason to be checking online updates or even, dare I say it, watching matches online while at desks! Don’t say we didn’t warn you …
Tuesday, 23 March 2010
Dismissed by Facebook?
Thanks to Richard Lowe, The HR Dept West London, for this interesting snippet.
I picked up an interesting idea of management from the daily paper yesterday.
A manager dismissed a coffee shop worker due to a shortage in the till. However the big problem with this is that the manager dismissed the worker by a ‘facebook message’ not the best way to get your marching orders.
Aside from the obvious ‘not following a standard procedure’ there may well be a claim for ‘emotional distress’. If this is taken on face value then it could cost the company up to £60,000 just for the unfair dismissal!
So if your clients would like to ‘wake up and smell the coffee’ rather than the aroma of an employment tribunal chamber, seek advice about the right way to conduct dismissals.
I picked up an interesting idea of management from the daily paper yesterday.
A manager dismissed a coffee shop worker due to a shortage in the till. However the big problem with this is that the manager dismissed the worker by a ‘facebook message’ not the best way to get your marching orders.
Aside from the obvious ‘not following a standard procedure’ there may well be a claim for ‘emotional distress’. If this is taken on face value then it could cost the company up to £60,000 just for the unfair dismissal!
So if your clients would like to ‘wake up and smell the coffee’ rather than the aroma of an employment tribunal chamber, seek advice about the right way to conduct dismissals.
Friday, 19 March 2010
Great Expectations!
Read what Jennie Horchover, The HR Dept Ruislip & Harrow, has to say about employees sacked for failing to meet expectations ...
http://lawdonutblog.co.uk/2010/03/17/sacked-for-failing-to-meet-expectations/
http://lawdonutblog.co.uk/2010/03/17/sacked-for-failing-to-meet-expectations/
Thursday, 4 February 2010
What's love got to do with it?
Quite a lot actually. In case you hadn’t noticed, it’s that time of year again. Love is in the air, or should I say, in the office. With over 70% of single employees becoming romantically involved with someone on the job at some point in their careers, today’s workplace has become the new “singles bar”. In fact, the workplace has also become the number one place for married men and women to meet affair partners and conduct extramarital affairs. I suppose it’s not surprising seeing as we spend a third or more of our lives at work. But for employers, the office romance can make for dangerous ground. Handled well, it can lead to a relationship. Handled badly, it can lead to a lawsuit for harassment.
The HR Dept says: “While relationships between colleagues are commonplace, it is important for employers to try to restrict activities that are harmful to the business. It is your responsibility to make the company policy on harassment clear to all employees, and if you don’t have one, you need to generate one right now.”
The difficulty comes in distinguishing when flirting crosses the line to become harassment. If an employee is not interested in, or receptive to, an advance from another employee, it should end there. Playing around, banter, etc. are appropriate preludes to dating, but only if the receiving party is comfortable with them. In most cases, mutually-agreeable relationships pose no danger to the company. However, there are instances where they are inappropriate. For instance, The HR Dept suggests, “it is never a good idea for a manager to be romantically involved with a subordinate in their own organisation. Situations such as this should be clearly spelled out in the company policy as inappropriate and subject to corrective action”.
The HR Dept specialises in advising small and medium sized businesses on all employment issues. Here are their 3 top tips for managing love in the office.
• Have a clear policy on what someone should do if they have a relationship at work.
• Treat everyone like adults, not like renegade teenagers.
• Have the tissues ready, should it end like a teenage romantic crush!
The HR Dept says: “While relationships between colleagues are commonplace, it is important for employers to try to restrict activities that are harmful to the business. It is your responsibility to make the company policy on harassment clear to all employees, and if you don’t have one, you need to generate one right now.”
The difficulty comes in distinguishing when flirting crosses the line to become harassment. If an employee is not interested in, or receptive to, an advance from another employee, it should end there. Playing around, banter, etc. are appropriate preludes to dating, but only if the receiving party is comfortable with them. In most cases, mutually-agreeable relationships pose no danger to the company. However, there are instances where they are inappropriate. For instance, The HR Dept suggests, “it is never a good idea for a manager to be romantically involved with a subordinate in their own organisation. Situations such as this should be clearly spelled out in the company policy as inappropriate and subject to corrective action”.
The HR Dept specialises in advising small and medium sized businesses on all employment issues. Here are their 3 top tips for managing love in the office.
• Have a clear policy on what someone should do if they have a relationship at work.
• Treat everyone like adults, not like renegade teenagers.
• Have the tissues ready, should it end like a teenage romantic crush!
Wednesday, 6 January 2010
Business as usual
In consideration of the bad weather we thought we would give anyone a bit of free advice on what is reasonable to do when an employee is unable to make it into work because of snow and bad weather.
Business as usual
All of us will face difficulties getting to and from work from work when either severe weather conditions, accidents close motorways or there are disruptions to public transport through strikes. Whilst the health and safety and wellbeing of all our staff is in the forefront of our minds, we must also ensure that the business runs effectively and are customers are not disadvantaged due to these external problems.
All staff have a contractual obligation to report for work regardless of the situation. You should therefore make every effort to attend work in all circumstances. When severe weather conditions or major disruptions to public transport are forecast in advance, take appropriate advice and allow extra time for your journey or make alternative travel arrangements if possible. Do feel able to discuss any concerns with your Manager in advance. We do expect you to attend work on time. Unacceptable absence or lateness may give rise to disciplinary action
Accepted absence or lateness
Naturally there will be occasions where even the best attempts to attend work will be in vain and in this case you should contact your Manager as soon as possible to discuss the position. If for some reason your Manager is not available do speak to one of the Senior Management team.
For all staff who have genuinely used their best endeavours to attend work but are unable to do so or are late one of the following options may be offered:-
• Make up the time at a later date.
• Take any absence from work as part of your annual leave entitlement.
• Take any absence from work as special unpaid leave (in this case, your pay will reduce accordingly to take account of the hours/days you have not worked).
• Be paid as if you had attended work on the day(s) of absence.
• Work from home or otherwise work remotely.
The Company reserves the right to allow different solutions to reflect an employee’s individual’s circumstances We will take into consideration your distance from home to work, your mode of transport and how viable it is for you to work from home, and on the needs of the Company.
Leaving work early
Where there is a risk to you travelling safely home your manager will decide whether to allow you to leave work early (and to make up the time at a later date if necessary). We will again base its decision on your individual circumstances.
Health and safety
We will always put the health safety and well being of our staff first and will always listen to any concerns that you may have. You also have a duty to take reasonable care of your own health and safety and that of other persons who may be affected by your acts or omissions. This includes taking extra care when travelling to and from work in severe weather conditions and allowing more time for your journey, including making alternative travel arrangements where appropriate.
Business as usual
All of us will face difficulties getting to and from work from work when either severe weather conditions, accidents close motorways or there are disruptions to public transport through strikes. Whilst the health and safety and wellbeing of all our staff is in the forefront of our minds, we must also ensure that the business runs effectively and are customers are not disadvantaged due to these external problems.
All staff have a contractual obligation to report for work regardless of the situation. You should therefore make every effort to attend work in all circumstances. When severe weather conditions or major disruptions to public transport are forecast in advance, take appropriate advice and allow extra time for your journey or make alternative travel arrangements if possible. Do feel able to discuss any concerns with your Manager in advance. We do expect you to attend work on time. Unacceptable absence or lateness may give rise to disciplinary action
Accepted absence or lateness
Naturally there will be occasions where even the best attempts to attend work will be in vain and in this case you should contact your Manager as soon as possible to discuss the position. If for some reason your Manager is not available do speak to one of the Senior Management team.
For all staff who have genuinely used their best endeavours to attend work but are unable to do so or are late one of the following options may be offered:-
• Make up the time at a later date.
• Take any absence from work as part of your annual leave entitlement.
• Take any absence from work as special unpaid leave (in this case, your pay will reduce accordingly to take account of the hours/days you have not worked).
• Be paid as if you had attended work on the day(s) of absence.
• Work from home or otherwise work remotely.
The Company reserves the right to allow different solutions to reflect an employee’s individual’s circumstances We will take into consideration your distance from home to work, your mode of transport and how viable it is for you to work from home, and on the needs of the Company.
Leaving work early
Where there is a risk to you travelling safely home your manager will decide whether to allow you to leave work early (and to make up the time at a later date if necessary). We will again base its decision on your individual circumstances.
Health and safety
We will always put the health safety and well being of our staff first and will always listen to any concerns that you may have. You also have a duty to take reasonable care of your own health and safety and that of other persons who may be affected by your acts or omissions. This includes taking extra care when travelling to and from work in severe weather conditions and allowing more time for your journey, including making alternative travel arrangements where appropriate.
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