Page 52 - Employee Handbook

may give you another suitable and appropriate job on terms and conditions
that are not less favourable, but only in the following circumstances:
a) if your SPL and any maternity, paternity or adoption leave you have
taken adds up to more than 26 weeks in total (whether or not taken
consecutively); or
b) if you took SPL consecutively with more than four weeks of ordinary
parental leave.
If you want to change your hours or other working arrangements on return
from SPL you should make a request under our Flexible Working Policy. It is
helpful if such requests are made as early as possible.
If you decide you do not want to return to work you should give notice of
resignation in accordance with your contract. This may have an impact on
your entitlement to company shared parental pay.

Time off for Dependants Policy
The law recognises and we respect that there will be occasions when you will
need to take time off work to deal with unexpected events involving one of
your dependants.
This time off for dependant’s policy gives all employees the right to take a
reasonable amount of unpaid time off work to deal with certain situations
affecting their dependants. We are committed to a programme of action to
make this policy effective and to bring it to the attention of all employees.
No-one who takes time off in accordance with this policy will be subjected to
any detriment.

The Right to Reasonable Unpaid Time off
All employees have a right to take a reasonable amount of unpaid time off
work when it is necessary to:
a) provide assistance when a dependant falls ill,
gives birth, is injured or assaulted;
b) make longer-term care arrangements for a
dependant who is ill or injured;
c) take action required in consequence of the death
of a dependant;
d) deal with the unexpected disruption, termination
or breakdown of arrangements for the care of a
dependant; and/or

Employee Handbook 52