Difference between revisions of "Adverse Weather Conditions"
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| − | + | ITW Envopak recognises that there may be occasions when severe weather conditions may prevent employees from travelling to and from work and could therefore result in their absence. In these circumstances, the following procedure applies: | |
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| − | + | • Staff that are prevented from getting to work owing to bad weather or other force majeure have the responsibility of contacting their line manager within 1 hour of the start of their shift. | |
| − | + | • Employees must contact their manager themselves. It is not acceptable for family members to contact the Company on the employee’s behalf. A text message or email is not acceptable either; a phone call must be made to ensure that the message is received. | |
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| − | + | • To minimise disruption, management asks that the employee makes every reasonable effort to attend, even if that means arriving late or leaving early. | |
| − | + | • Where staff are unable to make it into work owing to bad weather, they should, in the first instance, book the day as annual leave. | |
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| − | + | • In some circumstances, your line manager may permit you to make up the lost hours. Any lost hours will need to be made up within two working weeks of the day in which the hours were lost. This can only be done with the express agreement of your manager. | |
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| − | + | • Employees who have a flexible working arrangement (i.e. part time working or reduced hours) will be expected to swap their working days or hours for that week to prevent lost time. | |
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| − | + | • Home working is only permitted for those employee who already have provisions to work remotely and must be approved by a member of the management team. | |
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| − | + | • If an employee doesn’t have sufficient holiday entitlement to use, then time off will be taken as unpaid leave. Deductions will be made one month in arrears through the payroll and should be signed off via the line manager. | |
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| − | + | • The company does not expect employees to put their safety at risk to get to work and understands that employees may need to leave early to avoid getting stranded unnecessarily on the way home. As weather conditions vary from area to area, the individual should determine their own risk factors and agree their actions with their manager. Any lost time in these circumstances will be treated using the guidelines above. | |
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| − | + | • In the event that we are short staffed due to adverse weather conditions, employees may be asked to undertake tasks that would not normally form part of their duties. | |
Latest revision as of 16:27, 8 November 2018
ITW Envopak recognises that there may be occasions when severe weather conditions may prevent employees from travelling to and from work and could therefore result in their absence. In these circumstances, the following procedure applies:
• Staff that are prevented from getting to work owing to bad weather or other force majeure have the responsibility of contacting their line manager within 1 hour of the start of their shift.
• Employees must contact their manager themselves. It is not acceptable for family members to contact the Company on the employee’s behalf. A text message or email is not acceptable either; a phone call must be made to ensure that the message is received.
• To minimise disruption, management asks that the employee makes every reasonable effort to attend, even if that means arriving late or leaving early.
• Where staff are unable to make it into work owing to bad weather, they should, in the first instance, book the day as annual leave.
• In some circumstances, your line manager may permit you to make up the lost hours. Any lost hours will need to be made up within two working weeks of the day in which the hours were lost. This can only be done with the express agreement of your manager.
• Employees who have a flexible working arrangement (i.e. part time working or reduced hours) will be expected to swap their working days or hours for that week to prevent lost time.
• Home working is only permitted for those employee who already have provisions to work remotely and must be approved by a member of the management team.
• If an employee doesn’t have sufficient holiday entitlement to use, then time off will be taken as unpaid leave. Deductions will be made one month in arrears through the payroll and should be signed off via the line manager.
• The company does not expect employees to put their safety at risk to get to work and understands that employees may need to leave early to avoid getting stranded unnecessarily on the way home. As weather conditions vary from area to area, the individual should determine their own risk factors and agree their actions with their manager. Any lost time in these circumstances will be treated using the guidelines above.
• In the event that we are short staffed due to adverse weather conditions, employees may be asked to undertake tasks that would not normally form part of their duties.
