Associate Handbook 2018

have a right to bring a companion. A decision will normally be given within ten working days.

The decision will be final and binding and there will be no further right of appeal.

Records of any grievance, the details involved, and the decision taken, will be kept on the Associate’s personnel file.

If Associates think that their grievance is too personal for discussion with their immediate Manager, they should seek agreement from the Human Resources Division to refer the matter directly to the next line of authority.

Harassment

Harassment is defined as any unwanted physical, verbal or non-verbal conduct which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile degrading, humiliating or offensive environment for them. A single incident can amount to harassment. It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories. Associates using sexual innuendo, unwanted touching, embarrassing pranks, jokes or abuse on the grounds of sex, race, disability, sexual orientation, religion or belief, etc., should be told firmly by the complainant that such behaviour is unwelcome and asked to stop if the complainant feels able to do so. However, if this fails, or the complainant feels unable or unwilling to address the problem directly, they should complain formally to a senior Manager within their Division or the Human Resources Division. All complaints will be heard using the grievance procedure as quickly as possible and without bias and in, so far as possible, the strictest confidence, to protect both the complainant and the alleged harasser. Whilst confidentiality will be maintained if possible, the Company has a duty to protect staff and in some circumstances may have to pursue a matter independently. Harassment or other forms of deliberate discrimination will not be tolerated under any circumstances and a fellow Associate who harasses or discriminates against other Associates or client or customer of the Company will be subject to the Company’s disciplinary procedure. In serious cases, such behaviour may constitute gross misconduct and result in summary dismissal.

7.8

Termination Of Employment

The notice period required by either side is stated in an Associate’s statement of Terms and Conditions of Employment.

Associates should confirm their resignation in writing to their Manager giving the appropriate notice of their leaving date.

Upon calculating final salary payment, additions or deductions to this payment may be made in respect of outstanding holiday pay, holiday taken but not accrued, outstanding season ticket loan, etc. Details of all of the above, if relevant, will appear on final payslips.