Page 14 - EQA Employee Handbook

2.7.5 Sick Pay
EQA Ireland Ltd operates a sick pay scheme as a benefit for permanent employees genuinely absent
from work due to illness and/or injury with the aim of alleviating hardship caused by loss of wages.
It is our expectation that the sick days will be used in genuine situations and not as a supplement to
annual leave.
In addition, staff should not be concerned that the use of sick days in genuine situations will have an
adverse effect on performance measuring.
General conditions:
The following general conditions apply to all grades of permanent employees:
1. Employees can use a maximum of 2 sick days in each calendar year. A calendar year is from
1st. January to the 31st. December and assuming an average of 35 working hours each week.
Employees will earn their entitlement to sick days pro-rata over the calendar year.
2. It is not permitted to carry forward unused sick leave to the next calendar year.
3. Employees who are on sick leave will continue to receive their basic salary.
4. EQA Ireland Ltd reserves the right to discontinue/suspend sick pay benefits if it is not satisfied
that the employee is genuinely sick and/or injured or where an employee does not observe
or comply with the procedures and requirements set out in this document.
5. In accordance with the Organisation of Working Time Act, 1997, certified sick absences
occurring during a period of annual leave will cancel the authorised annual leave from the
date of notification provided the employee’s manager is notified at the earliest possible
convenience. In this event the annual leave may be taken at a later date to be approved by
the employee’s manager. There is no guarantee that an employee may be allowed to resume
annual leave immediately following sick leave.
6. EQA Ireland Ltd reserves the right to request the employee to undergo an independent
Occupational Health Assessment (OHA) or medical examination. Continual payment of sick
pay is conditional on the employee authorising the release of their medical records from their
own treating medical practitioner or dentist to the equivalent practitioner engaged by EQA
Ireland Ltd.
7. EQA Ireland Ltd. will incur the cost of the OHA/medical. Travel to the OHA/medical is at the
employee’s own expense.
8. The company’s Occupational Health Physician may advise the company and the employee of
the employee’s fitness or otherwise to return to work.
9. If you join EQA Ireland Ltd. then your entitlement to sick days will be calculated on a pro-rata
basis, taking into account the date you commenced working with EQA and your total average
working hours per annum.
10. To claim sick pay in any salary payment period, we request that you do so by sending an email
to your Manager to whom you report directly to in order to facilitate accurate record keeping.
11. Sick leave used for previously scheduled medical/dental appointments will be deducted at
actual time used for the appointment, with a 1 hour minimum.

2.7.6 Overpayments
If you are overpaid for any reason, the total amount of the overpayment will normally be deducted
from your next payment but if this would cause difficulties to you personally, arrangements may be
made with your Manager, in certain circumstances, for the overpayment to be recovered over a longer
period but not exceeding three months.

2.8 ATTENDANCE AND ABSENTEEISM
Maintaining our reputation for a quality service depends upon your punctual and full attendance at
work. The importance the Company places on full attendance and punctuality is reflected in the fact
that these are important criteria for consideration at salary and performance reviews and internal

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