Page 19 - EQA Employee Handbook

2.9.1 Pension
In accordance with the Pension (Amendment) Act 2002, EQA Ireland have appointed Irish Life as
their PRSA provider, details of this are available on request.

2.10 INTRODUCTION OF NEW WORKING PRACTICES
Our business is a highly competitive one and one where we are constantly striving to find new and
better ways of working. Change, whether initiated by market demands or by the introduction of new
technologies, will be an integral part of your employment with the Company. Your co-operation in the
change process is vital to our success. In turn, and where possible, we will make every effort to discuss
any material changes with you in advance and to minimise the degree of disruption.

2.11 PERMIT TO WORK (non-EU nationals)
It is a condition precedent of this offer of employment that the Company receives satisfactory
evidence of your permission to work in Ireland. For example, you may need to provide some or all of
the following documents:

• Current Passport
• Garda National Immigration Bureau (GNIB) Registration Card
• Original employment permit

If you are likely to have difficulty in producing the documents as specified above, please let the
Company know as soon as possible.

2.12 CAPABILITY AND COMPETENCE

2.12.1 Introduction
We recognise that during your employment with us your capability or competence to carry out your
duties may deteriorate. This can be for a number of reasons, the most common ones being that either
the job changes over a period of time and you fail to keep pace with the changes, or you change (most
commonly because of health reasons) and you can no longer cope with the work.

2.12.2 Job Changes
1. If the nature of your job changes we will make every effort to ensure that you understand the
level of performance expected of you and that you receive adequate training and supervision. If
we have concerns regarding your capability these will be discussed in an informal manner and you
will be given time to improve.
2. If your standard of performance is still not adequate you will be invited to a formal meeting and
may be issued with a verbal warning. Failure to improve and to maintain the performance required
could lead to further warning in writing.
3. If your standard of performance is still not adequate you will be invited to a subsequent formal
meeting and the outcome could be a warning in writing that a failure to improve and to maintain
the performance required could lead to a further final warning. We will also consider the
possibility of a transfer to more suitable work if possible.
4. If there is still no improvement after a reasonable time, you will be issued with a final warning that
you will be dismissed unless the required standard of performance is achieved and maintained if
we cannot transfer you to more suitable work.
5. If such improvement is not forthcoming after an agreed period of time, you will be dismissed.
6. Every effort will be made in between meetings to set out achievable targets and objectives and
you will be fully aware of the level of performance expected of you.

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