Page 59 - Employee Handbook

working pattern, including working days, hours and start and finish times, and
give the date from which you want your desired working pattern to start; and
c) think about what effect the changes to your working pattern will have on the
work that you do and on your colleagues, as well as on our service delivery
and that of your team. If you have any suggestions about dealing with any
potentially negative effects, please include these in your written application.
Your Line Manager can consider whether they are workable.
Your Line Manager will advise you what steps will be taken to consider your
request, which may include inviting you to attend a meeting, before advising
you of the outcome of your request.

Bereavement Leave
Individual’s reactions to bereavement vary greatly and the setting of fixed rules
for time off is therefore inappropriate. You should discuss your circumstances
with your Line Manager and agree appropriate time off. This may be a
combination of paid and unpaid leave and is at the Company’s discretion.

4. Disciplinary, Capability and Grievance Procedures
Capability Procedure

Policy Statement
The primary aim of this procedure is to provide a framework within which
managers can work with employees to maintain satisfactory performance
standards and to encourage improvement where necessary.
It is our policy to ensure that concerns over performance are dealt with fairly
and that steps are taken to establish the facts and to give employees the
opportunity to respond at a hearing before any formal action is taken.
This procedure applies to all employees. We may also vary any parts of this
procedure, including any time limits, as appropriate in any case.

What is Covered by the Policy?
This policy is used to deal with poor performance.

Identifying Performance Issues
In the first instance, performance issues may be dealt with informally between
you and your Line Manager as part of day-to-day management. Where
appropriate, a note of any such informal discussions may be placed on your
personnel file but will be ignored for the purposes of any future capability
hearings. The formal procedure should be used for more serious cases, or in

59 Employee Handbook