View source for Time Off For Public Duties Policy

'''Time Off For Public Duties Policy'''

20th April 2022

'''1. About this policy'''

1.1 We wish to enable employees to perform any public duties that they may be committed to undertake and so will give them time off to do so where it does not conflict with the operational needs of our business. The purpose of this policy is to set out the circumstances in which we will permit employees time off for the performance of a public service and whether this leave is paid.

1.2 No one who requests time off under this policy will be subjected to any detriment or lose any career opportunities as a result.

1.3 This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time. 

'''2. Who does this policy apply to?'''

2.1 This policy applies to employees only. It does not apply to agency workers, consultants, self-employed contractors, volunteers or interns.

'''3. Who is responsible for this policy?''' 

3.1 The Plant Manager has overall responsibility for the effective operation of this policy. The Plant Manager has delegated responsibility for overseeing its implementation the Senior HR Generalist. Suggestions for changes to this policy should be reported to Plant Manager and/or Senior HR Generalist.

3.2 Any questions you may have about the day-to-day application of this policy should be referred to your line manager in the first instance.

3.3 This policy is reviewed annually by the Senior HR Generalist.

'''4. Jury service''' 

4.1 You should tell your line manager as soon as you are summoned for jury service and provide a copy of your summons if requested.

4.2 Depending on the demands of our business we may request that you apply to be excused from or defer your jury service.

4.3 We are not required by law to pay you while you are absent on jury service. You will be advised at court of the expenses and loss of earnings that you can claim. However, we will pay employees on jury service the difference between normal pay and the allowance received from the court.

'''5. Voluntary public duties'''

5.1 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.

5.2 If you are unsure whether a public service that you perform is covered by this policy, you should speak to your line manager.

5.3 As soon as you are aware that you will require time off for performance of a public service you should notify your line manager in writing, providing full details of the time off that is being requested and the reasons for your request. In order that arrangements can be made to cover your duties in your absence you should make your request in good time.

5.4 Each request for time off will be considered on its merits, taking account of all the circumstances, including how much time is reasonably required for the activity, how much time you have already taken, and how your absence will affect the business.

5.5 We may grant you up to 10 days' paid leave in any 12-month period to perform public duties that are not paid. Any additional leave will be granted on an unpaid basis subject to the exercise of our discretion to grant further paid leave.

'''6. Reserve forces duties''' 

6.1 We are aware that employees who are members of the Reserve Forces (the Army Reserve, Royal Naval Reserve, Royal Marines Reserve or Royal Auxiliary Air Force) may be called-up at any time to be deployed on full-time operations and are expected to attend regular training.

6.2 We offer up to ten days special unpaid leave per year (in addition to existing paid holiday entitlements) for reservists to undertake training.

6.3 If we receive notice that you have been called-up for active service, we may apply to an adjudication officer for the notice to be deferred or revoked if your absence would cause serious harm to our business (which could not be prevented by the grant of financial assistance).

6.4 Once your military service has ended you may submit a written application for reinstatement to your employment. This should be made by the third Monday following the end of your military service and you should notify us of the date on which you will be available to restart work.

6.5 If it is not reasonable and practicable to reinstate you into your former employment, we will offer you the most favourable alternative on the most favourable terms and conditions which are reasonable and practicable.

6.6 When calculating the length of your continuous employment with us, the period of absence on military service will not be counted. The period of employment before your mobilisation and the period after your reinstatement will be treated as continuous.