Page 44 - OKelly Sutton Employee Handbook March19

your working conditions are altered or that you are offered another more suitable job for the duration
of your pregnancy. If neither of these options is possible the Company is obliged to suspend you on
full pay until you are no longer at risk. If you have any concerns about your own health and safety at
any time you should speak to you’re a supervisor or a Partner/Director immediately.

3.10 ADOPTIVE LEAVE
Adoptive leave is available to an employed adopting mother, an employed sole male adopter, and an
employed adopting father where the adopting mother has died. The leave consists of a minimum of
24 weeks-unpaid leave ("Adoptive Leave") commencing on the day of placement of the child and an
additional 16 weeks’ unpaid leave ("Additional Adoptive Leave"). You must give at least 4 weeks’
notice to the employer prior to the date of placement. For additional adoptive leave at least 4 weeks’
notice must be given before the end of the twenty-four-week adoptive leave period. This additional
leave is optional. In the case of foreign adoptions, some or all of the 16 weeks’ additional leave may
be taken immediately before the placement date. From 30 January 2006 if the adopted child is
hospitalised, the period of leave or additional leave may be postponed, provided that the employer
agrees.

3.10.1 Before the Adoption
Adopting parents are entitled to paid time off work to attend preparation classes and pre-adoption
meetings with social workers or Health Service Executive (HSE) officials required during the
preadoption process.

3.10.2 During the Leave
All employment rights other than remuneration are preserved during the 24-weeks adoptive leave.
Employment rights during the 16-weeks additional adoptive leave will be frozen, i.e. the period of
employment before the leave will be regarded as continuous with the period of employment following
the leave. The employee has the right to return to work after the adoptive leave and additional leave.
An employee must give 4 weeks written notification to the employer before the end of the leave.

3.10.3 Social Insurance Benefit
You may also be entitled to social insurance benefit for adoptive leave paid by the Department of
Employment Affairs and Social Protection, and you should contact the Department in this regard.

3.11 JURY SERVICE
If you are called for jury service, you will be granted paid leave from work. You should advise a
Partner/Director as soon as you know when you are required to attend court. Your jury service
summons must be given to a Partner/Director. You must also submit written evidence of attendance
when the jury service has been completed.

If, on the day, you are not called by the court, you will be required to report for work immediately
afterwards. In addition, it is expected that employees will return to work during any portion of the day
that they are not required in court.

Attendance in court on a personal matter does not qualify for paid leave and employees would
normally be expected to take annual leave or unpaid leave.

3.12 COMPASSIONATE LEAVE
The Company will endeavour to grant time off with pay for bereavement. Approval of bereavement
leave rests with a Partner/Director. Each situation will be considered individually but, as a general

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