Human Resources Policies 2019

COMPASSIONATE LEAVE

The Firm always gives sympathetic consideration to requests from employees for compassionate leave due to the death or serious illness of someone to whom they are close.

Clearly it is often impossible for this absence to be authorised in advance, but staff are asked to seek permission from their Manager at the earliest opportunity.

Compassionate leave is generally discretionary and each case has to be looked at on its own merit. However, employees do have the right to take a reasonable amount of time off, for example, in consequence of the death of a dependant to deal with matters such as arranging and attending the funeral. Please see the Firm’s policy for taking time off to care for dependants.

ADVERSE WEATHER

It is the policy of the Firm to ensure, so far as is reasonably practicable, the health, safety and welfare of all its employees, customers and the general public, in accordance with Health and Safety legislation. The Firm recognises the need to maintain i ts duty of care to employees during adverse weather conditions.

This policy is based on the clear principle that an employee's contract of employment requires an employee to attend for work in order to receive payment.

This purpose of this policy is to ensure that all employees are treated fairly and consistently, when normal to and from work travel arrangements are disrupted by severe weather conditions.

POLICY STATEMENT

(a) The Firm will use appropriate methods of informing both staff, customers and members of the general public of changes to operations in the event of adverse weather conditions.

(b) An employee should inform their manager should they feel that their personal safety and /or that of others is at risk in the event of adverse weather conditions.

(c) All employees are expected to make every effort to attend work as normal, which could involve having to make special arrangements to ensure that they can attend. If an employee is late or cannot reach work, they must take all reasonable steps to report his/her inability to attend as soon as is practicably possible. (The notification requirements for reporting sickness absence are to be followed for this purpose.) (d) Following discussion between manager and employee, consideration may be given to the employee working from home or from another site that they are able to get to, if this is a possibility. In such circumstances, and where the staff member is unable to undertake their normal duties, it will be expected that he/ she will assist in any other area of business that requires support. (e) Only in very exceptional circumstances will the Firm close buildings. In this case, the Firm will issue a direct instruction to staff regarding the need to close buildings or reduce service provision due to extreme weather conditions. Full instructions will be provided to all staff in such circumstances.

Absence Policy

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Reviewed March 2019

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