Associate Handbook 2018

For example,

1) if an Associate’s partner takes 26 weeks of maternity leave and in turn claims 26 weeks of SMP, the Lockton Associate would be entitled to take a maximum of 26 weeks of Shared Parental Leave. If that Associate had more than 2 years’ service at the 15 th week before the EWC and wanted to take 12 weeks of Shared Parental Leave, they would be entitled to 50% pay (inclusive of SSPP). 2) if an Associate’s partner takes 39 weeks of maternity leave and in turn claims 39 weeks of SMP, the Lockton Associate would be entitled to take a maximum of 13 weeks of Shared Parental Leave. If that Associate had more than 2 years’ service at the 15 th week before the EWC and wanted to take 12 weeks of Shared Parental Leave, that period of leave would be unpaid.

Keeping in touch

The Company is entitled to make reasonable contact with an Associate during their shared parental leave.

During shared parental leave an Associate is able to work or train for up to 10 days without bringing their shared parental leave to an end. These are known as Keeping in Touch Days. This is in addition to any KIT days that an Associate may have taken during maternity leave. However, there is no obligation on the Company to offer an Associate the opportunity to return to work for keeping in touch days, nor is there any obligation on an Associate to return to work for Keeping in Touch Days, should they not wish to do so. Returning to work on Keeping in Touch Days and reasonable contact with the Company during shared parental leave will not affect an Associate's right to shared parental pay or bring an end to their shared parental leave.

Any work carried out on Keeping in Touch Days will not have the effect of extending the total duration of an Associate's shared parental leave.

Any arrangements (including pay) for Keeping in Touch Days that are agreed will be notified to an Associate by the Human Resources Division.

Holiday and other Contractual Benefits

An Associate will continue to accrue holiday during shared parental leave.

Where possible, holiday should be taken in the holiday year in which it accrues. If the holiday year is due to end during an Associate's shared parental leave, they should ensure that they have taken the full year's entitlement before starting their shared parental leave. If this is not possible, holiday may be carried forward to the next holiday year provided it is taken within 12 months of an Associates return to work. During an Associate's absence on shared parental leave they will benefit from the terms and conditions of employment which would have applied to them had they been at work, except for those terms relating to their wages or salary. This means that, other than an Associate's wages or salary, their contractual benefits will continue. While on shared parental leave an Associate will continue to be bound by their implied obligation of good faith to the Company. An Associate will also be bound by any obligations arising from any terms and conditions of their employment which would have applied to them had they been at work, including any terms and conditions of their employment relating to: