Stokers A5 Handbook Policies APR24

Employees will only be entitled to time off under this policy if, as soon as is reasonably practicable, they tell their manager or the HR department of: • The reason for the employee’s absence; and • How long the employee expects to be away from work. If the employee fails to notify the business as set out above, they may be subject to disciplinary action under the Disciplinary Procedure for taking unauthorised time off. Stokers may in some cases ask employees to provide evidence of their reasons for taking the time off under this policy, either in advance or on their return to work. Suspected abuse of this policy will be dealt with as a conduct issue under the Disciplinary Procedure. Bereavement Leave Bereavement leave is designed to help employees cope with the death of a close relative, deal with necessary arrangements and attend their funeral. Stokers may exercise its discretion to allow bereavement leave where a close relative is critically ill. Employees are entitled to take paid bereavement leave of up to 3 days in any 12-month period in respect of a spouse or partner, child, stepchild, grandchild, parent, step-parent, parent-in-law, grandparent, brother or sister, stepbrother or stepsister, or brother or sister-in-law. Stokers may exercise its discretion to allow bereavement leave in respect of any other relative or close friend, depending on the circumstances. If an employee is unable to return to work following an authorised period of bereavement leave, the employee should contact their manager or the HR department. It may be appropriate to take a period of annual leave, subject to prior approval, or the business may at its discretion grant the employee further unpaid leave. Stokers recognises that it may not always be possible to request bereavement leave in advance. However, where it is possible, employees should make a request to their manager or the HR department. The employee should report the reasons for their request and the number of days of bereavement leave requested. Where it is not possible to request bereavement leave in advance, the employee should contact their manager or the HR department as soon as possible to report the reason for their absence and the number of days that they expect to be absent. It is not acceptable for someone other than the employee to do this. In exceptional circumstances, Stokers may have to refuse a request for bereavement leave and will give the employee a written explanation of the reasons. If the employee is

dissatisfied with the decision, they may appeal in writing within 7 days of receiving it.

Time off for Training Stokers is committed to developing the skills of all employees. Employees should receive training appropriate to their role, subject to business needs and operational and budgetary considerations. Eligible employees also have a statutory right to request time off work for study or training, provided certain criteria are satisfied. Stokers does not have to pay employees during time off for study or training requested under this policy, nor does it have to pay the costs of study or training requested under this policy (including any associated costs such as travel expenses). However, Stokers may agree to pay the employee and/or meet some or all of these costs depending on the circumstances of each case. Any employee who wishes to request time off work for study or training should contact the HR department for further guidance. Time off for Public Duties Stokers wishes to enable employees to perform any public duties that they may be committed to undertake, and will allow time off to do so where it does not conflict with operational needs. Jury service The employee should tell their manager as soon as they are summoned for jury service and provide a copy of the summons. The business is not required by law to pay employees who are absent on jury service. Employees will be advised at court of the expenses and loss of earnings that they can claim. Voluntary public duties Employees are entitled to a reasonable amount of unpaid time off work to carry out certain public duties, including duties as a tribunal member, magistrate, local councillor, member of an NHS Trust, prison visitor, police station lay visitor or school governor.

If an employee is unsure whether a public service that they perform is covered by this policy they should speak to the HR department.

As soon as the employee is aware that they will require time off for performance of a public service, they should notify their manager in writing, providing full details of the time off

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