Page 63 - ITM Tech Draft Employee Handbook v.1

3.27 LEAVING THE COMPANY

3.27.1 Notice Periods
Notice must be given in writing to a MANAGER, and contractual notice periods must be observed. For
the majority of employees, this will be one week if you are still in probation and the minimum statutory
notice periods apply once you have passed your probation.

3.27.2 Leaving Date
Your letter must state your last date of employment and, if different, your last actual working day. The
Company reserves the right not to allow holiday to be offset against the notice period.

3.27.3 Return of Company Property
All Company property should be returned to a MANAGER on or before your last day of employment.
Failure to return such items may result in the cost of the items being deducted from any monies
outstanding to you.

3.27.4 Holidays
Holidays, which you have accrued but not taken, will be paid for in your final salary, If, when you leave
the Company you have taken holiday for which you have not accrued sufficient service, the amount
owed will be deducted from your final salary.
3.27.5 Repayment of Loans/Expenses
Any outstanding loans, expenses, advances etc. will be deducted from your final salary.

3.27.6 Exit Interview
As a matter of policy, all employees serving notice shall have an exit interview. The purpose of the
interview will be to establish reasons for leaving.

3.27.7 References
If a prospective employer requires a reference, they should be requested to write to the Company.
Any reference supplied to another employer is given in complete confidence. The Company reserves
the right not to supply references.

3.27.8 Cessation of Benefits
All Company benefits will cease on the last day of employment unless written notification to the
contrary is given.

3.28 REDUNDANCY POLICY

Should circumstances arise where redundancy is determined to be a possibility the Company will

ensure it complies with relevant legislation and look where possible to;
a) Reduce overtime to a workable minimum; and
b) Investigate measures, such as short-time working, reduced working week and/or lay off
(without pay), as a means of avoiding redundancies.

If redundancies cannot be avoided, consideration may be given to applications for voluntary
redundancy, where appropriate. It may not be possible to accept every application for voluntary
redundancies depending on the requirements of the business. If the selection of employees for
redundancy becomes necessary, any criteria for selection will be discussed with you at the time where
possible. At all times the overriding consideration will be the future viability of the business and we
reserve the right to deviate from this policy where deemed necessary.

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