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PERSONNEL

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PERSONNEL

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									                                                    PERSONNEL


Time off for Dependants

From December 1999 employees have had the legal right to
take reasonable time off work without pay to deal with
certain unexpected or sudden emergencies concerning a
dependant.

Definition of Dependant

A dependant is the husband, wife, child or parent of the
employee. It can also include someone who lives in the
same household as the employee such as a partner or
grandparent that relies on the employee for assistance or
additionally someone for whom the employee is the primary
carer or is the only person who can help in an emergency.

Amount of Time

The amount of time to be granted is not specified further
than reasonable and this will obviously vary depending on
the circumstances Reasonable time is to allow the
employee opportunity to deal with the immediate crisis
and make longer term arrangements. There are no specified
limits on how many occasions an employee can be absent
under this right.

What counts as an Emergency?

An emergency may include where a dependant

   Is ill and needs help
   Is involved in an accident or assault
   Needs you to arrange longer term care eg if a child
    becomes ill with for example measles, time granted can
    include time to deal with immediate care of the child,
    visiting the doctor and making longer term arrangement
    it does not allow the employee to take 2 weeks off
    until a child recovers.
   Goes into labour
   Dies and the employee needs to make funeral
    arrangements and attend the funeral


Personnel                                                    1
Time off for Dependants
February 2005
Notification

The employee must contact     their line manager as soon as
is reasonably practicable     to inform them of the reasons
why they are off and also     to indicate how long they might
be off.   Absences should     be recorded by the line
manager.

Abuse of the New Right

Where a line manager suspects the employee may be abusing
their right they should seek advice from their personnel
officer prior to invoking the University procedure.

Employees Complaints

Where an employee feels they have been unfairly refused
time off they should seek advise from the Personnel
Officer prior to invoking the University grievance
procedure.

Special Leave (With Pay)

Leave for compassionate reasons – eg. Bereavements of
close family – may be authorised by the relevant
Director/Head up to a maximum of five days. Such leave
must be notified to Personnel.

Leave for all the following reasons must be authorised
and notified to Personnel in advance by the appropriate
line manager. Approval will be subject to the needs to
the service but will not be unreasonably withheld.

        Leave to attend meetings of outside bodies (eg.
         Professional bodies excluding trade unions)
        Leave for trade union purposes ie. meetings of trade
         unions including annual conferences) must be inline
         with agreed time-off arrangements
        Leave for magisterial duties
        Leave for Employment Tribunal panels
        Leave to serve as a member of a local authority
        Leave for service with non- regular forces (eg.
         Annual training camps and special courses) up to a
         maximum of two weeks per year.
        Leave for jury service will be automatic upon
         evidence being produced by the employee as much
         notice as it practicable must be given to the
         individual’s line manager. (Personnel will advise
         on pay arrangements)
Personnel                                                   2
Time off for Dependants
February 2005
Personnel                 3
Time off for Dependants
February 2005

								
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