Page 10 - Comerford EHB Pdf

C) PERSONAL RETIREMENT SAVINGS ACCOUNT (PRSA)
A personal retirement savings account or PRSA is a personal pension plan taken out by an
individual from an authorised PRSA provider. It is effectively an investment account used to
save for retirement.

As your employer we are required by law to enter a contract with a PRSA provider to
provide access to at least one standard PRSA for all ‘excluded employees’

An employee is considered an ‘excluded employee’ if:
• their employer does not offer an occupational pension scheme, or
• they are included in an occupational pension scheme for death-in-service benefits
only, or they are not eligible to join the company’s occupational pension scheme or
• will not become eligible to join the scheme within six months from the date they began
work there, or
• they are included in an occupational pension scheme that does not permit the
payment of additional voluntary contributions (AVCs) by the members.

The company has a PRSA provider and will only allow salary deductions from this provider.
If you wish to start a PRSA, you do not have to use the company provider, and you can
make contributions directly from your bank account. Further details are available from HR.

The company recommends that you receive independent advice before entering any PRSA
or Pension scheme.

D) LATENESS/ABSENTEEISM

1. You must attend for work punctually at the specified time(s) and you are required to comply
strictly with any time recording procedures relating to your area of work.

2. All absences must be notified in accordance with the sickness reporting procedures laid down
in this Employee Handbook.

3. If you arrive for work more than one hour late without having previously notified us, other
arrangements may have been made to cover your duties and you may be sent off the premises
for the remainder of the shift/day without pay.

4. Lateness or absence may result in disciplinary action and/or loss of appropriate payment.

E) SIGNING IN AND OUT

When you arrive and leave work or go on breaks you must ensure to clock in and out. You
must do this personally. This does not act as a roll call in the event of an evacuation. Wages
details are taken from these records and therefore you must remember to clock in when you
come in and clock out when you leave. Failing to do so or falsifying records is a disciplinary
offence that may lead to disciplinary action and result in summary dismissal.

F) TEMPORARY SHORTAGE OF WORK

If there is a temporary shortage of work for any reason, we will try to maintain your continuity
of employment even if this necessitates temporarily placing you on short time, a reduced
working week or having to lay you off work without pay.

G) WORKING TIME POLICY

In accordance with the working time legislation, Comerford Brothers Ltd is committed to the
welfare of its employees with regard to their time spent at work. All employees, whether full-
time, part-time or fixed term are covered by the legislation.

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