EMERGENCY LEAVE POLICY

Transcription

1 EMERGENCY LEAVE POLICY

2 CONTENTS 1. POLICY AIMS/PRINCIPLES SCOPE LEGAL FRAMEWORK DEFINITIONS/ABBREVIATIONS CIRCUMSTANCES FOR EMERGENCY LEAVE PAYMENT DURING EMERGENCY LEAVE NOTICE REQUIREMENTS RECORDING OF ABSENCE COMPANY BENEFITS POLICY REVIEW

3 1. POLICY AIMS/PRINCIPLES The purpose of this policy is to ensure that Chivas Brothers has a consistent approach for Emergency Leave situations which fully meets all legal obligations. It also serves as a means to inform employees of their entitlement to Emergency leave and to ensure those rights are understood by employees who qualify. In addition, the policy clearly sets out the roles and responsibilities of employees, Line Managers and HR Representatives. 2. SCOPE This policy applies to all employees within Chivas Brothers irrespective of service. 3. LEGAL FRAMEWORK This policy complies with all relevant employment legislation relating to Emergency Leave. 4. DEFINITIONS/ABBREVIATIONS Some helpful definitions are set out below to assist in your understanding of this policy: Dependant - A dependant is the employee's partner, child or parent, or a person living with the employee in the same household (but not as an employee, tenant, lodger or boarder). In some circumstances, a dependant could be someone else who relies on the employee for assistance. This could for example be an individual for whom the employee has primary caring responsibilities, such as an elderly relative not living in the employee's household. 5. CIRCUMSTANCES FOR EMERGENCY LEAVE Employees will be entitled to time off to deal with emergencies, examples of which are: A dependant falls ill, is injured or assaulted and the employee s attendance is required to render assistance or support; Where a partner gives birth; Childcare or other care arrangements break down e.g. the childminder does not turn up and no other person can be called on to assist; -3-

4 The consequences of the death of a dependant e.g. to deal with the funeral arrangements or to attend the funeral. Please refer to the Company Bereavement Leave policy in these circumstances; A child is involved in an incident during school hours and the child has had an accident or is distressed such that the employee s attendance is required to render assistance or support. Examples of emergencies that would be covered under the policy therefore include: The employee's child is suspended from school and the employees attendance is required; The employee's childminder is ill, there is a need to organise alternative care arrangements and nobody else can be called on to assist; The employee's child is ill and there is a need to organise for someone else to look after them for the duration of their illness. Examples of emergencies that would not be covered under the policy include: A tradesman is visiting an employee's home to carry out repairs; The employee's childminder is on a planned holiday; The employee has a scheduled hospital appointment. The amount of time off will be that which is reasonably required in the particular circumstances of each case in order to deal with the immediate problem. For example, if an employee's child falls ill they can take enough time off to deal with their initial needs, such as taking them to the doctor and then arranging for their care. If the employee wants to stay off work for a longer period in order to care for the child themselves, this will not fall under the remit of this policy. 6. PAYMENT DURING EMERGENCY LEAVE If a Line Manager has authorised emergency leave for an employee then the employee s period of emergency leave will be treated as unpaid authorised absence. Line Managers are responsible for notifying the HR Manager assigned to their area with details of this leave and the HR Manager will in turn notify the payroll department accordingly. 7. NOTICE REQUIREMENTS Employees should notify their Line Manager of the reason for their absence and its likely duration as soon as is reasonably practicable. 8. RECORDING OF ABSENCE In order to measure this type of absence, Line Managers are responsible for ensuring that accurate records of any leave used is recorded. -4-

5 9. COMPANY BENEFITS All Company benefits will remain unaffected during or as a result of emergency leave with the exception of the individual's salary. 10. POLICY REVIEW This policy will be reviewed on a regular basis to ensure that the arrangements in place remain appropriate to the needs of the business and all our legal obligations are met. Comments relating to the contents or possible improvements of this document should be directed to the Human Resources Director, Chivas Brothers Ltd. -5-