Stokers A5 Handbook Policies APR24

this will be inclusive of any SAP entitlement. Alternatively, the employee may agree with their manager to receive the equivalent paid time off in lieu. Returning to Work Once Stokers has been notified in writing of the employee’s Intended Start Date, it will send the employee a letter within 28 days to inform the employee of the date they are expected to return to work. This date will be 52 weeks after the Intended Start Date (the “Expected Return Date”). If the employee wishes to return to work earlier than the Expected Return Date, Stokers must be given 8 weeks’ prior notice of the new date in writing. Otherwise, the business may postpone the new date until 8 weeks after notice was given, or to the Expected Return Date if sooner. If the employee wishes to return later than the Expected Return Date, they should either: • request unpaid parental leave in accordance with Stokers’ Parental Leave Policy; • request shared parental leave in accordance with Stokers’ Shared Parental Leave Policy; or • request paid annual leave in accordance with their contract of employment, which will be granted at Stokers’ discretion. If the employee’s Intended Start Date has been changed, the business shall write to the employee within 28 days of the start of adoption leave with a revised Expected Return Date. Shortly before the employee is due to return to work, management may invite the employee to have a discussion (whether in person or by telephone) about the arrangements for their return. This discussion may cover: • updating the employee on any changes that have occurred at work during their adoption leave; • any training needs the employee might have; and • any changes to working arrangements. If the employee is unable to return to work following adoption leave due to sickness or injury, this will be treated as sickness absence and Stokers’ Absence Policy will apply. The employee is normally entitled to return to work in the same position as they held before commencing leave. The employee’s terms of employment shall be the same as they would have been had they not been absent. However, if the employee has taken any period of AAL or more than 4 weeks’ parental leave or shared parental leave, and it is not reasonably practicable for Stokers to allow the employee to return into the same position, the business

may give the employee another suitable and appropriate job on terms and conditions that are no less favourable. In the event that the employee’s post is affected by a redundancy situation occurring during adoption leave, the business shall inform the employee of any proposals and shall invite the employee to a meeting before any final decision is reached as to the employee’s continued employment. Employees on maternity, paternity, adoption or shared parental leave shall be given the opportunity to apply for any suitable alternative vacancies. Deciding not to Return If the employee does not intend to return to work, or is unsure, it is helpful if they discuss this with management as early as possible. If the employee decides not to return they should give notice of resignation in accordance with their contract. The amount of adoption leave left to run when notice is given must be at least equal to the employee’s contractual notice period, otherwise Stokers may require the employee to return to work for the remainder of the notice period. Once the employee has given notice that they will not be returning to work, they cannot change their mind without the agreement of the business. This does not affect the employee’s right to receive SAP. Flexible Working Stokers will deal with any requests made by employees to change their working patterns (such as working part-time) after adoption leave on a case-by-case basis. There is no absolute right to insist on working part-time, but employees do have a statutory right to request flexible working and the business will try to accommodate the employee’s wishes unless there is a justifiable reason for refusal, bearing in mind the needs of the business. It is helpful if requests are made as early as possible. The procedure for dealing with such requests is set out in Stokers’ Flexible Working Policy.

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