Page 21 - Netfocus IT Solutions Employee Handbook Draft V.2

2.17.3 Non-Attendance of Apprentice for Off-the-Job Assessment
Apprentices will be called on up to three (3) occasions for each off-the-job assessment. Those who fail
to attend on the third occasion will not be scheduled to attend further assessment events and
apprentices and their employers shall be notified that the apprenticeship status has been recorded as
"holding" where applicable. An apprenticeship with a “holding” status will not progress until
confirmation is received that an apprentice will attend the next call.
Apprentices who wish to be called on a subsequent occasion must make an application to the SOLAS
authorised officer to request to have their status reactivated and be called for the assessment.

2.17.4 Failure to Reach Standards
Apprentices may attempt each off-the-job assessment three times. The apprentice can request that
the result be rechecked and reviewed by and appealed to the relevant training provider on each
occasion. Thereafter, if the failure of the assessment has been confirmed by the relevant training
provider on the third and final occasion, the apprenticeship shall be automatically terminated.
Apprentices and their employers shall be notified by SOLAS of this termination in writing where
applicable. Apprentices may appeal such termination and request a fourth and final assessment
attempt to the Apprenticeship Appeals Committee. The time limit for making an appeal is 3 months
from the date of termination.

SOLAS retains absolute discretion to extend this time limit.

2.18 OTHER EMPLOYMENT

If you propose taking up employment with an employer or pursuing separate business interests or
any similar venture, you must discuss the proposal with a MANAGER in order to establish the likely
impact of these activities on both yourself and the Company. You will be asked to give full details of
the proposal and consideration will be given to;

• Working hours
• Competition, reputation and credibility
• Health, safety and welfare
You will be notified in writing of the Company’s decision. The Company may refuse to consent to
your request. If you work without consent this could result in the termination of your employment.

If you are unhappy with the decision you may appeal using the Grievance Procedure.

2.19 Resignation and Termination
An employee may terminate his/her employment by giving notice as per the terms and conditions
outlined in the contract of employment. The Company reserves the right to pay the appropriate
payment in lieu of notice and may require the employee not to work the notice period.
The minimum period of notice to be given to an employee depends on the length of the employee’s
reckonable service.

Notice to an employee will be in accordance with the Minimum Notice and Terms of Employment
Acts 1973 to 2001 as follows:

▪ Length of service from 13 weeks to less than 2 years: 1weeks
notice required.

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