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C) SHORTAGE OF WORK

If there is a shortage of work for any reason, the utmost endeavour will be
made to maintain your continuity of employment even if this necessitates
placing you on short time or having to lay you off work without pay other than
statutory guaranteed pay.

HOLIDAY ENTITLEMENT AND CONDITIONS

ANNUAL HOLIDAYS

Your annual holiday entitlement is shown in your individual statement
of main terms of employment.

A) CONDITIONS APPLYING TO ANY ANNUAL HOLIDAY
ENTITLEMENT
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1. We do not allow you to carry forward any part of one year’s holiday
entitlement to subsequent years. Any holiday entitlement not taken by
you will be lost.

2. You should send a ‘Holiday Request’ email for all holiday requests
and have it approved by a Manager of the Company before making any
firm holiday arrangements. Only if you receive an authorisation code
has your holiday been approved.

3. Holiday requests will only be considered if you request them on a
‘Holiday Request’ email and we will allocate holiday dates on a “first
come – first served” basis to ensure that operational efficiency and
minimum staffing levels are maintained throughout the year.

4. You should normally give at least four weeks’ notice of your
intention to take holidays and two week’s notice is usually required for
odd single days.

5. You may not normally take more than two working weeks
consecutively.

6. You may be required to reserve annual holiday entitlement to take
during any client ‘close-down’ period. If you have not accrued sufficient
holiday entitlement to cover this period you will be given unpaid leave
of absence.

7. If your employment terminates for any reason during your
probationary period you will be deemed to have accrued no holiday
entitlement.