Welcome to
Churchill Contract Services Limited
Churchill is delighted to welcome you as a valuable member of our team and,
in turn, we will work tirelessly to ensure you have a rewarding career within
our organisation.
You could not be joining Churchill at a more exciting time, as the Company
continues to expand service capability to deliver an ever-increasing range of
service solutions from its cleaning origins
Over 30 years of experience has given Churchill the foundation to truly make
a difference and we are committed to our vision of ‘Changing Our Industry’ in
everything we do. This vision is designed to expand, enhance and re-define
customers’ expectations of our industry.
Today, Churchill is a large independent service solutions organisation with a
vast array of experience both in the private and public sector, with offices
spread throughout the UK. Our Head Office is situated in Harpenden,
Hertfordshire – just north of London.
‘Changing Our Industry’
We have a clear five-point strategy to ensure we realise our vision throughout
every facet of our organisation and every part of the industry we touch. This
includes Customer Service, Innovation, ‘Keeping it Local’, Partnership and, of
course, People.
Our people are the bedrock of our organisation. It is their hopes, dreams and
aspirations which will continue to propel Churchill into the wider service
solutions arena. Churchill, therefore, nourishes and fosters an empowered spirit
in all our valued people – ‘Changing Our Industry’ is a shared vision by all.
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A Culture of Inclusive, Fair and Equal Development
Quite simply, excellent service is underpinned by excellent people who have
been trained, developed and equipped with the right values, attitudes and
behaviours as well as the right tools and skills. Our philosophy is built upon
ensuring inclusive, fair and equal access to training and development, where
the individual comes first.
Churchill has a proud heritage of providing first class professional training built
upon empathy with clients’ goals, local knowledge and job capabilities.
Churchill remains determined to retain high performing staff by providing a
stimulating and supportive working environment, which includes encouraging
personal and career aspirations of all employees as well as providing
competitive terms and conditions of employment. This means maintaining a
positive working culture based on mutual respect and trust to ensure a
working experience that promotes ‘work-life’ balance.
We hope you enjoy your new career journey with Churchill – if you have any
questions or queries, please contact your manager.
2
CONTENTS
PAGE
3
Introduction
4
HR Policies, Procedures & Guidance
4
Variations
4
Absence from Work
5
Appraisals (management/admin staff only)
7
Code of Conduct
7
Communication and Involvement
11
Compassionate Leave
12
Data Protection
12
Dignity at Work
12
Disciplinary Procedure
13
Employees’ Property
14
Equal Opportunities
14
Family Leave
15
Grievance Procedure
16
Health & Safety
16
Holidays
17
Lay off
19
Pay Deductions
19
Pension
19
Retirement
20
Right to Stop and Search
20
Security of Employment
20
Use of Company/Client Property (including Computer Equipment)
21
Working Time Regulations
22
Whistleblowing
22
3
INTRODUCTION
You should familiarise yourself with the contents of this handbook, as they are
relevant and important to your work. The handbook should be read in
conjunction with your New Starter’s Form/Contract of Employment though
the handbook is not contractual and, therefore, not legally binding. It is our
way of quickly clarifying the rules and procedures that help shape Churchill’s
way of working. The full HR Policies & Procedures are available from your
manager or Human Resources at Head Office.
HR POLICIES, PROCEDURES & GUIDANCE
Here is a list of the key documents to which we work. Churchill may add,
amend or delete any of these policies as it sees fit. If you would like advice
about any other issue, you should speak with your line manager in the first
instance.
Criminal Records Bureau Policy
Disciplinary Policy & Procedure
Driving for Work &
Blackberries/Laptops
Equality and Diversity Statement
Grievance Policy & Procedure
Health & Safety Policy
IT Policy
Lone Worker – Briefing Note
Maternity leaflet
Safeguarding Policy
Sickness Management
Travel and Expenses Policy
When following an HR policy, procedure or guidance, you should ensure that
you are using the latest version in place at the time. Your manager or Human
Resources can advise you of the correct version.
VARIATIONS
As legislation and best practice continually evolve, Churchill will review this
Handbook, its policies and procedures to compare them with similar
companies and appropriate changes may be made.
A copy of the updated Handbook will be given to each manager for you to
view.
SUMMARY OF CHURCHILL POLICIES & PROCEDURES
The following information, policies and procedures are non-contractual and,
therefore, are not intended to be legally binding and may be added to,
amended or withdrawn by Churchill from time to time.
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ABSENCE FROM WORK
Further details can be found on your New Starter Form/Contract of
Employment. Below is a summary of some keys points:
a.
NOTIFYING US
If you are unable to attend work for any reason, you are required to ring your
line manager or Area Manager at least 3 hours before you are due to start work
on the first day of absence or by 9.00am if you are office-based. If you cannot
speak with your manager, you should leave your manager a detailed voicemail
and your manager will normally ring you back. Sending your manager a text
message is an unacceptable means of communication, as your manager will
usually need to ask you questions. You should inform your manager of the
reason for your absence and its likely duration. Failure to contact your manager
appropriately may result in disciplinary action.
If you are absent from work for any reason other than sickness or injury, your
manager will discuss with you how you intend to take this absence, e.g. as
annual leave or unpaid. Unauthorised absence may result in disciplinary action.
b.
MEDICAL, HOSPITAL, DENTAL APPOINTMENTS
You should, wherever possible, arrange to attend routine medical, hospital and
dental appointments outside of your normal working hours. Where you have
a flexible working arrangement (i.e. you work part-time, are on a flexible rota
or work flexi-time), appointments should be accommodated within your nonworking time. Where this is not possible, with the prior approval of your line
manager, you will be permitted unpaid time off to attend appointments. If
requested, you may be required to produce an appointment card to confirm
your attendance. If you are pregnant you are entitled to paid time off for antenatal appointments. We may ask you to provide a letter or appointment card
to confirm the appointment.
c.
ABSENCE THROUGH SICKNESS
You should notify us of any absence due to illness or injury on the first day of
your illness (as above). You should keep in regular contact with your line
manager during your sickness, after the first few calls you can agree with your
line manager when you will next contact them. It is important that you adhere
to any agreement made between you and your line manager during this
period.
You are required to complete a self-certificate for the first seven (7) days of
sickness absence. You can obtain this form from your manager, Head Office
Payroll Department or by logging onto http://www.hmrc.gov.uk/forms/sc2.pdf.
5
If you were TUPE transferred to Churchill and are paid company sick pay, you
need to follow the sickness reporting procedures detailed in the sickness
absence/attendance policy that formed part of your contract when you
transferred to Churchill. This normally requires a self-certificate from day one
and medical certificate from day eight.
After seven days, all employees need to send their manager a medical
certificate; this should be sent to Head Office.
If you are currently paying N.I. contributions, you may be entitled to Statutory
Sick Pay (SSP). Your qualifying days for SSP are those you normally work. SSP
depends on:
●
The number of days of sickness – there is no entitlement for the first
three qualifying days.
●
Your normal weekly earnings – SSP is earnings-related.
●
Proper notification to the Company of your absence through sickness.
●
Proper provision of a Self-/Medical Certificate(s).
SSP is subject to Tax and N.I. contribution. Your manager or Payroll can advise
you if you are eligible for SSP.
Your manager should carry out a Return to Work discussion upon your return.
Guidelines and a form can be obtained from your manager or Human
Resources.
In some situations your doctor may provide you with a “fit note”. This means
that your doctor, after discussing the situation with you, has concluded that
there may be some duties of your role you could undertake despite your ill
health. In this case, you will need to discuss the fit note with your line manager
so that we can try to find a way to accommodate you throughout your illness.
We will do everything we can to bring you back to work as we believe it is in
everyone’s interests to do so. Where we can bring you back to work you will
usually receive your normal pay for the hours you work and the relevant sick
pay for the remaining hours, should there be any. If you are unable to carry out
all of your role in the hours you are able to attend we will discuss a reduced
salary payment for the tasks you undertake.
In some circumstances we may not be able to find suitable work or suitable
working arrangements or hours for you to return until you are fully recovered
and, if this is the case, we will let you know and keep in touch with you about
your return date and you will remain on the relevant sick pay until you are able
to return.
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d. SICKNESS MANAGEMENT
All absences are monitored by line managers and Human Resources. If you are
experiencing health problems that are affecting your ability to attend work
regularly, you should contact your doctor.
Where we are concerned by the cause of the absence, number of days’
absence/occurrences, your manager will discuss this with you at an Absence
Review Meeting. If required to do so by Churchill, you will be expected to
undergo a medical examination by a doctor/medical expert and/or authorise
Churchill to obtain a medical report. This will help ensure that Churchill is taking
all the necessary steps to support you to attend work regularly. If your sickness
absence is regular and of a short duration, you may be issued with a Written
Caution and a target to achieve within a set timeframe. Further details can be
obtained from your manager or Human Resources.
e. INCLEMENT WEATHER/OTHER UNUSUAL EVENTS
Even in the event of extreme adverse weather conditions, e.g. heavy snow,
flooding, you are still expected to make every attempt to arrive at work at your
normal starting time. You should keep your manager regularly informed by
telephone as to your progress. If you do not attend work you may not be paid
for the time you are not at work. Your manager may agree to allow you to take
this time from your annual leave entitlement.
APPRAISALS (MANAGEMENT/ADMINISTRATION STAFF ONLY)
An appraisal is a formal, annual, two-way discussion about how well you are
doing in your role. There will be opportunities to discuss where you can
develop or improve your role further, set objectives for the next year and agree
any training or development needs. The appraisal is an open process and you
can have a copy of the completed form for your records. A copy is kept on
your personnel file. To ensure fairness and consistency, the appraisal form is
reviewed by your appraiser’s manager and Human Resources undertake a
quality audit of the process. Your manager may also carry out regular one-toone meetings with you during the year to give you more frequent feedback.
CODE OF CONDUCT
Your conduct contributes significantly to our reputation. For this reason, we
require you to be pleasant, polite and considerate to your colleagues, your
manager, other employees and to outside contacts at all times.
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a.
ATTENDANCE
As a courtesy to others and to ensure the smooth running of Churchill
operations, you are expected to start and finish within your agreed hours of
work. Persistent lateness and absence will be addressed by line managers,
normally through the Disciplinary Process.
b.
BREAKS
Churchill operates informal coffee/tea breaks each morning and afternoon
throughout its offices and your manager can explain the arrangements. You are
not entitled to a break if you work less than 6 hours in any single day/shift. If
any contractual breaks are allowed, your manager will make the necessary
arrangements. Additional smoking breaks are not allowed.
c.
COMPANY/CLIENT EQUIPMENT, MATERIALS AND TOOLS
You are not allowed to misuse, willfully damage or neglect, or take company
equipment, products, materials or tools off either the Company or Clients’
premises, without prior management approval. Any of these or similar
behaviours may result in disciplinary action.
You should report broken and/or damaged equipment to your line manager
immediately and not use it if it may cause you or others harm.
.
d.
DRESS, APPEARANCE AND PERSONAL HYGIENE
You are expected to dress in a neat and tidy manner and maintain high
standards of personal hygiene. Styles and hygiene that could offend people or
which are not of a normally accepted standard will not be permitted. A
company uniform is provided for most roles, which should be worn and kept
clean at all times on client premises. Your hair needs to be kept neat and tidy,
long hair should be tied back; your fingernails should be kept clean and short
and you are strongly encouraged to use deodorants or anti-perspirants to
guard against body odour. Account will be taken of religious and cultural
norms. High standards of appearance and personal cleanliness give clients a
positive impression of us both. You should not wear your company uniform
outside of the workplace, other than during travel to and from work.
e.
COMPANY MOTOR VEHICLES
If you are supplied with a company vehicle for your sole use, then you will be
issued with memos and the Driving for Work Policy (which is subject to
amendment by the company as deemed necessary), which you need to sign
and comply with. You are required to sign this document prior to using a
company vehicle.
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f.
FOOD AND DRINK
No food or drink (except water) is allowed on clients’ premises when cleaning
operations are underway. Exceptions (where the operator works full-time
and/or for medical reasons only) are to be by prior arrangement with your
Area Manager.
You are not allowed to help yourself to a client’s drink/vending machines,
refreshments and other consumables such as stationery, or any other stock or
equipment. If this happens it may result in disciplinary action.
g.
INCAPACITY THROUGH ALCOHOL AND/OR ILLEGAL DRUGS
At all times, you are to be fit and ready to carry out your work and
responsibilities. You should not carry out your role whilst under the influence
of alcohol, non-prescriptive drugs or other illegal substances. If you are found
doing so, you may be suspended on full pay and subject to disciplinary action,
which could result in dismissal. For further details, please read the Disciplinary
Policy & Procedure, which you can obtain from your manager or Human
Resources.
If you believe you are dependent on drugs and/or alcohol, you are actively
encouraged to get immediate support from your doctor. Churchill will make
every effort to support employees who, through their own best efforts, are
trying to recover from addictions, but we can only do this if you fully cooperate
with our policies and keep us informed of any issues you may have.
h.
MOBILE PHONES IN VEHICLES
The use of handheld phones is not permitted whilst driving, even if you use
the phone with a microphone and earpiece. Handheld phones are only to be
used when the vehicle is properly parked and the engine switched off. If you
have been provided with a hands-free car kit by the company, the phone
should be used with caution and the minimum of keypad actions or switched
to your message service whilst driving, and messages taken when you have a
break in the journey. This provision is applicable to cars, vans and sit-on
cleaning equipment and any other vehicle which is considered to be “driven”.
More information can be found in the Driving for Work policy.
i.
PERSONAL MAIL
You should note that any personal mail, which uses a Churchill address,
irrespective of being designated “Strictly Private and Confidential”, can and
will legitimately be opened by the appropriate employee of the Company, e.g.
Human Resources, Managing Director. Such actions are considered essential to
safeguard the interests of the business and to ensure that the only mail
received is of an official nature and the issues contained within relate to
company business.
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j.
PERSONAL MOBILE PHONES & CALLS
You are expected to keep private telephone calls to a minimum and such calls
should only be for matters of urgency. This applies to both incoming and
outgoing calls; outgoing calls should have prior management approval.
Use of mobile telephones, mp3 players, digital and electronic devices is not
permitted during your working hours as they can distract you from your task.
Earphones are also not permitted as their use can prevent you from hearing
people talking to you, which can appear rude, or worse, could prevent you
from hearing an alarm or safety instruction.
k.
PRIVATE MOTOR VEHICLES
If you need to use your own car on company business, you should only do so
with the prior approval of your manager and you should ensure that the vehicle
is appropriately insured, taxed, and, where applicable, has a valid MOT
certificate. You are to hold a current, valid driving licence. We will ask you for
copies of these documents on an annual basis. Please see the Driving For Work
Policy for details.
l.
PROSECUTION AND CRIMINAL CONVICTIONS
If you are prosecuted for any offence (other than a minor traffic offence), you
are to disclose this to your line manager as soon as possible. Only traffic
offences, which do not result in an endorsement of your driving licence, are
considered to be minor.
If you will be working in an environment where children or other vulnerable
persons could be present, e.g. school, a hospital or care home, it will be
necessary to carry out a Criminal Records Bureau check before you work
unaccompanied at such locations – this may be applicable even if you only
attend work when children or vulnerable adults are not present. Please see
your New Starter Form/Contract of Employment and the CRB Policy for more
information.
m. SAFEGUARDING CHILDREN AT SCHOOLS AND VULNERABLE ADULTS
Depending on your role, you may get to know some children whilst visiting or
temporarily working at schools, or indeed vulnerable adults at some of our
other contracts. Children often perceive adults and especially familiar ones, as
being trustworthy. To protect yourself and children, a Safeguarding Code of
Conduct is available from your manager or Human Resources. The Code also
forms part of our induction programme for all operational employees. In
essence:
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●
You should never be alone in a room with a child or vulnerable adult
●
You should tell your line manager if a child or vulnerable adult
deliberately seeks to talk to you on a regular basis
●
You should never touch a child or vulnerable adult – unless there is an
emergency
●
You should never exchange phone numbers or agree to contact a
child or vulnerable adult
●
You should keep a record of any unplanned contact with children or
vulnerable adults and let your line manager have a copy
●
You should never use toilet facilities designated for children
Your line manager will ensure that you are aware of the regulations and policies
we have in place, in order to carry out your role within these buildings.
n.
SMOKING
The company operates a no smoking policy at its offices and in clients’
premises. Smoking is only allowed outside and not in view of clients. Smoking
is not allowed within company vehicles. A breach of this rule may result in
disciplinary action.
COMMUNICATION AND INVOLVEMENT
We believe that good communication is important between employees at all
levels. Communication is a two way process and we operate a variety of
mechanisms to inform, engage and gather your ideas and feedback. Our aim
is to give a sense of ownership and involvement for all those who work and
contribute to Churchill’s success.
a.
NOTICE BOARDS
Some departments/offices use notice boards as the main method of keeping
you informed of news and updates. If you work in these areas, you should
ensure you check the notice board daily.
b.
LINE MANAGERS’ RESPONSIBILITIES
Line managers are responsible for ensuring that their teams are kept up-todate with policy changes and decisions that affect them. Your line manager is
your first point of contact for information regarding any work issues.
11
c.
TEAM MEETINGS
Line managers should hold regular team meetings to ensure that you are kept
up-to-date with developments within Churchill on subjects that affect you.
Team meetings are also an important opportunity for you to input your ideas,
ask questions and give feedback.
d.
IDEAS
We have an ‘ideas’ forum where you can let us know of any ideas you have to
improve the business. You can e-mail us here: [email protected] or
you can write to Customer Services at the Head Office address. Some ideas
may even receive a reward.
Other methods of communication include the Extranet, with which you should
make yourself familiar, regular newsletters and various notices and memos.
Alleged ignorance of any communication will not be accepted as an excuse for
non-compliance.
COMPASSIONATE LEAVE
In the unfortunate circumstance of a close family death, you should let your line
manager know immediately and we may then make arrangements to give you
reasonable unpaid time off where possible.
DATA PROTECTION
The Data Protection Act 1998 regulates the processing of information relating
to individuals; this includes the obtaining, holding, using or disclosing of such
information, and covers computerised records as well as manual filing systems
and card indexes. Churchill will hold the minimum personal information
necessary to enable it to perform its functions. All such information is
confidential and needs to be treated with care to comply with the law.
If you are found to have breached any of the Data Protection principles, this
may become a disciplinary matter and could result in dismissal.
DIGNITY AT WORK
You have the right to be treated with dignity at work. Churchill is committed
to creating an environment for you, which is free from embarrassment,
intimidation, victimisation, unlawful discrimination, threats, bullying and
harassment.
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Foul and/or abusive language is not allowed at work. Not only does swearing
give clients a very poor impression and can be threatening to colleagues, it is
considered to be gross misconduct in premises such as schools when children
are present.
Any of these behaviours at work may lead to disciplinary action.
If you strongly believe that you are suffering from a loss of dignity at work,
you should report this to your line manager as quickly as possible. If your line
manager is involved, you should raise this to your second line manager.
The above paragraphs are relevant if your treatment is by another Churchill
employee, an employee of another company, including our clients, cocontractors and suppliers, or a member of the public.
DISCIPLINARY POLICY & PROCEDURE
The Disciplinary Policy & Procedure can be obtained from your manager or
Human Resources. Here is a summary of some key issues:
a.
CONDUCT ISSUES
Contravention of any of the terms of your contract of employment or
Churchill’s standards of conduct and rules, which may apply to you, is viewed
most seriously and will normally result in disciplinary action (which could
include dismissal) being taken under Churchill’s Disciplinary Procedures. This
would be classified as either an act of misconduct or gross misconduct.
b.
CAPABILITY ISSUES
Churchill aims to support you so you can fully perform your duties and to
quickly address issues of under-performance on a formal basis. Managers will
deal with those cases where, despite normal management support, you are
still lacking some area of ability, skill, competence or knowledge or you have
health issues and are consequently unable to carry out the required duties to
an acceptable standard (for health issues see also Absence from Work –
Sickness Management).
c.
APPEAL
If you are dissatisfied with a disciplinary decision relating to you, then you can
appeal in writing. Such appeals will normally be held by a level of management
above the level responsible for the decision but, in Operations, it may be by a
manager in a different team but at the same level.
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d.
VEXATIOUS/MALICIOUS CLAIMS
Churchill recognises that people do not always get on with each other due to
a variety of reasons. If it is found that you have made a vexatious or malicious
claim against another employee, e.g. you have said someone did something
which they did not do and your intention was to get them into trouble, you
may find yourself subject to disciplinary action.
e.
EXPIRED WARNINGS
Churchill may
circumstances.
f.
take
into
account
expired
warnings
in
appropriate
SUSPENSION
In some instances, you may be suspended from work, on your pay rate relevant
at that time, during an investigation. Suspension is not in itself a sanction but
is to protect the business and/or you and/or our clients when there has been
a serious allegation. Depending on the nature of the allegation we may try to
place you at another site during the investigation as this is a better short term
solution than total suspension from duties in many cases.
EMPLOYEES’ PROPERTY
Churchill does not accept any liability for the loss of or damage to your
property brought onto the Company’s or a client’s premises or into a company
vehicle, whatever the cause, although investigations will be carried out on
matters brought to the Company’s notice.
EQUAL OPPORTUNITIES
We are totally committed to the principle of equal opportunities and to
creating a working environment in which you are treated with dignity and
respect, that is free from unlawful discrimination, victimisation or harassment
on the grounds of:
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●
colour, race, nationality or ethnic origin;
●
sex, marital status or gender reassignment;
●
disability of any kind;
●
religion;
●
sexual orientation;
●
age; and
●
trade union membership.
Our commitment applies to all aspects of employment, including but not
limited to::
●
recruitment and job advertisements;
●
terms and conditions of employment;
●
training, career development and progression;
●
grievance and disciplinary procedures; and
●
relationships between employees.
We take this policy very seriously. A breach of this policy is normally
considered to be gross misconduct and disciplinary action, one outcome of
which is dismissal, will usually be taken against employees who do not comply
with it.
If you are experiencing discrimination, harassment or victimisation, you should
consider whether it is appropriate to raise the matter directly with the person
concerned in order to resolve the problem informally. If it is not, you should
speak to your line manager. If you feel unable to discuss the matter with your
line manager, then you should contact your second line manager.
FAMILY LEAVE
Churchill is committed to supporting working parents. The following policies
are designed to enable and support you to balance parental responsibilities
and work.
a.
MATERNITY AND PATERNITY LEAVE AND PAY
Our aim is to create an environment which encourages staff to return to work
after the birth of a baby. We want you to fully understand your maternity and
paternity rights and to receive all the support you need during pregnancy,
leave, and on your return to work. Churchill provides all eligible employees with
statutory maternity or paternity pay. An information pack has been produced
to help you and your line manager understand your joint responsibilities. This
is available from Human Resources..
b.
ADOPTION LEAVE AND PAY
Adoption leave is available to you, if you adopt a child. Further advice can be
obtained from Human Resources..
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GRIEVANCE POLICY & PROCEDURE
If you have a grievance related to your employment, you have a right to apply
in writing for a remedy (once you have tried to resolve your grievance
informally). Full details of how you should go about this, including the person
to whom you should apply and how your grievance will be dealt with, are set
out in our Grievance Policy & Procedure. A copy can be obtained from your
manager or Human Resources.
HEALTH AND SAFETY
A copy of the Health and Safety Policy Statement can be found on company
notice-boards. If you are recruited to work in Operations, you will be taken
through the H&S “A Frame Training” as part of your induction programme. A
copy of this can be found on our notice boards or through your manager or
Head Office.
A full copy of Churchill’s Health and Safety Policy is available to view from your
manager or your Regional H&S Committee. Health and Safety is both your
responsibility and that of the company; we all have a duty of care for each
other.
a.
ACCIDENTS AT WORK
You are to report any accident immediately to a qualified First Aider and have
any injuries treated as appropriate, thereafter informing your line manager.
If working on a client site and your line manager is not contactable, you should
contact a client representative on site in the first instance. You are to still report
the accident to your line manager at the earliest opportunity and seek
treatment by a First Aider, Doctor or hospital Accident & Emergency
Department.
You are to complete our/client Accident Report form, which is to be forwarded
to your line manager as soon as possible, who will ensure it is forwarded to
Customer Services at Head Office. A First Aid Box is maintained in all Churchill
regional offices and on the premises of our client sites, where possible. In some
cases staff may be able to use First Aid boxes supplied by our clients; your line
manager will be able to tell you if this applies to your site. You should acquaint
yourself with the location of the First Aid equipment and the First Aiders,
whose names are posted on Churchill notice boards.
In terms of ‘near misses’ (i.e. something which happens and could have caused
an accident, but did not this time), these should be reported to your line
manager in the same way and noted on an Accident Report form.
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b.
LONE WORKERS
Churchill aims to protect you at work as best it can. One way of doing this is
by conducting a risk assessment with you if you work alone and addressing any
risks that are identified. If you have not had a risk assessment carried out,
please let your line manager know so one can be arranged.
c.
PERSONAL PROTECTIVE CLOTHING/EQUIPMENT
Churchill will provide protective clothing and equipment, where this is
necessary. Protective clothing and equipment needs to be worn and/or used
at all times where this has been identified as a health and safety requirement.
HOLIDAYS
a.
HOLIDAY ENTITLEMENT
Your holiday entitlement is as stated on your New Starters Form/Contract of
Employment. If you work less than 5 days per week or less than 52 weeks per
annum, your holiday entitlement is pro-rated.
Our holiday year runs from January 1st – December 31st or as specified in your
Contract of Employment or as confirmed in writing if dated later. All holidays
are to be booked and taken by 31st December each year. You may only
normally take paid holiday that you have accrued (rounded up to the nearest
day).
If you do not take all your holiday entitlement in any one holiday year, the
balance may not be carried forward to the next holiday year and no payment
in lieu of holiday entitlement will be made except on leaving the Company in
respect of the current holiday year. You are required to retain enough days
from your holiday entitlement to cover our/the client’s location’s
Christmas/Easter/ Summer/annual shut-down period and any Bank or Public
Holidays. Your line manager can tell you how many days are required.
For each day’s holiday taken, payment will be made at your contracted daily
earnings.
Churchill may require you to take any outstanding holidays during your notice
period, without giving you the necessary notification under the Working Time
Regulations. In no circumstance will payment be made in lieu of holiday except
on termination of your contract of employment.
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b.
HOW DO I BOOK HOLIDAYS?
You should speak with your line manager, giving dates and duration of
holidays. You may find it helpful to make requests in writing but this is not
compulsory. It is expected that you will give a minimum of two weeks’ notice
for less than two weeks’ holiday. If you require two weeks’ (or more) holiday,
then four weeks’ notice is required as a minimum. You should not confirm any
bookings or flights with travel agents, etc., until such time as your holiday has
been formally authorised. The Company may decline holiday dates for
operational reasons.
c.
WHAT HAPPENS IF THERE IS A SHUT DOWN?
Any operational shut downs, e.g. part of the school holidays, within a contract
are compulsory holidays and have to be taken as part of your holiday
entitlement. Not all departments in Head Office are required to work over the
Christmas period and staff may be required to take this as annual leave.
d.
BANK/PUBLIC HOLIDAYS
Your holiday entitlement includes Bank/Public holidays for England and Wales
(and Scotland if you are based there). If a Bank/Public holiday falls on one of
your normal working days and you do not work on this day, this will be
allocated as a day’s holiday and will be deducted from your holiday
entitlement.
The Bank/Public holidays are as follows:
2nd January (Scotland only)
Late Summer Holiday (end of August,
early August in Scotland)
Good Friday (public holiday)
Christmas Day (public holiday)
Easter Monday (excluding Scotland)
Boxing Day
Early May Bank Holiday
St Andrew’s Day (Scotland only)
New Year’s Day
Spring Bank Holiday (end of May)
(Note, some Bank/Public holidays fall at weekends and usually a weekday is
then allocated in lieu of that day. If this happens, your manager will tell you in
advance how this affects you and your annual leave entitlement)
From time to time additional, new, or moved Bank Holidays are announced by
the Government. Where this happens an update will be provided to you by
your line manager and Churchill may allocate this day as one of your annual
leave days.
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LAY OFF
Whilst Churchill works hard to maintain continuity of employment for staff
there can be times when there is no work due to circumstances beyond our
control. When this happens, you may be laid off or put on short time working,
meaning you do not have to attend work. If this happens, your line manager
will explain what effect this will have on you.
PAY DEDUCTIONS
Churchill may require you to repay to us, either by deduction from salary (if this
forms part of your New Starter Form/Contract of Employment) or any other
method acceptable to us::
●
any losses sustained in relation to the property or monies of Churchill,
client, customer, visitor or other Churchill employee, during the course
of your employment caused through your carelessness, negligence,
recklessness or through your breach of our rules or any dishonesty
on your part;
●
any damages, expenses or any other monies paid or payable by
Churchill to any third party for any act or omission for which we may
be deemed vicariously liable on your behalf;
●
any amounts of remuneration, expenses or any other payments
(statutory, discretionary, etc), which are overpaid to you whether
made by mistake or through any misrepresentation or otherwise;
●
(on termination of employment) any holiday pay paid to you in
respect of holiday granted in excess of your accrued entitlement; and
●
any other sums owed to Churchill by you, including but not limited
to, outstanding loans or advances, or relocation/advanced expenses.
If you fail to pay us any monies owing, Churchill may take formal action through
the Courts.
PENSION
Churchill operates a stakeholder pension scheme. If you are interested in
joining this scheme, please contact the Payroll Department at Head Office,
who will be able to tell you whether you are eligible and can send you an
application form. A pensions contracting out certificate is not in force for your
employment with us.
RETIREMENT
Churchill has a flexible approach to your retirement and does not have a
mandatory retirement age. If you wish to retire you may do so by giving us
your notice in writing. .
RIGHT TO STOP AND SEARCH
To safeguard you (against unfounded suspicions, allegations etc) and to ensure
that there is no abuse with regard to the unauthorised removal of
Churchill/client property or equipment, we reserve the right to submit you to
a search of your pockets, all baggage, personal items, lockers and vehicles, etc
when requested to do so as described below. We may also ask you to remove
your shoes, your jacket/coat, hat/cap etc. Churchill also reserves the right to
carry out such a search if it has reasonable suspicion that you are bringing into
one of our/client buildings something that may potentially harm yourself
and/or other people (including illegal substances) and/or cause damage to
the building, property or equipment.
If you are caught (a) leaving a building in possession of Churchill's property
without prior authorisation, (b) with property belonging to another employee,
a client or other third party or (c) bringing in anything that could potentially
harm people (such as a knife, illegal drugs) or destroy property, equipment or
buildings, you will normally be suspended and will be subject to investigation,
which may lead to disciplinary action including dismissal. You may be reported
to the police.
If you unreasonably refuse to submit to a search in accordance with these rules,
we may call the police and act on their instructions. Your line manager will
normally take advice from a senior manager on how to proceed. You will
usually be suspended and may be subject to disciplinary action, which may
include dismissal.
SECURITY OF EMPLOYMENT
Churchill seeks to provide you with secure employment by carefully planning
the adoption or development of revised business practices and procedures. It
aims to avoid redundancies through seeking alternative employment for
surplus employees but recognises that circumstances may arise where
employment cannot be maintained in this way. The manner in which job
reductions and, if necessary, redundancies are handled is in line with legislation
in place at the time.
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USE OF COMPANY/CLIENT PROPERTY (INCLUDING
COMPUTER EQUIPMENT)
In order to control the use of Company computer equipment (including client
equipment, where this is used) and reduce the risk of contamination, any
introduction of new software must first of all be checked and authorised by the
IT and Facilities Manager before use will be permitted.
If you work at a client site, you must not make use of client telephones, faxes,
photocopiers, computers, e-mail or internet services and similar equipment,
without the appropriate prior written approval by your line manager.
Unauthorised use may result in disciplinary action.
INTERNET & E-MAIL
The internet is an important communication facility providing contact with
professional sources throughout the world. Where duly authorised by your
manager in advance, you are encouraged to make use of the internet as part
of your job.
The use of the internet to access and/or distribute any kind of offensive
material or non-work-related issues may leave you liable to disciplinary action
and possible dismissal.
The use of the e-mail system is encouraged as its appropriate use improves
efficiency. Used correctly, it is a facility that is of great assistance to employees.
Inappropriate use, however, causes many problems, including distractions,
time-wasting and possible legal claims. Both internet and e-mail usage is
regularly monitored.
Limited personal use during your lunch break is allowed but please be aware
that every time you do this, you may inadvertently download viruses onto our
network.
The use of social chat networking/blogs sites (e.g. Facebook, MySpace, Bebo)
and chat rooms (e.g. MSN, Yahoo, Skype) and trading sites (e.g. E-Bay) is not
allowed from your work computer and access to these sites (among others) is
blocked.
For further information, please read the IT Policy, which you can obtain from
your manager or Human Resources.
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WORKING TIME REGULATIONS
The Working Time Regulations limit the average working week for most
employees to 48 hours averaged over a 17 week period, although it is possible
to opt out of this limit by stating your request in writing. Having opted out,
you can be re-included at any time provided you give three months’ written
notice of your intention.
WHISTLEBLOWING
Should you, in the course of your employment with the Company, believe that
any criminal, abusive, fraudulent or health & safety offence has been or is being
committed and/or any legal obligation is not being complied with, you should
disclose such matters to the Group Managing Director immediately.
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