Page 7 - Comerford Employee Handbook 2018 v.1

F) EMPLOYEE TRAINING

At the commencement of your employment you will receive training for your specific job, and
as your employment progresses your skills may be extended to encompass new job activities
within the business. Any training needs should be raised with your Supervisor/Manager.

G) CAR PARKING

Car Parking is for employees and visitors only. All vehicles must be reversed into the free car
park space (combat style) for health & safety reasons.

H) PERFORMANCE AND REVIEW

It is our policy to conduct annual appraisals and will endeavour to meet with you to discuss your
performance as well as your role within the Company.

I) JOB FLEXIBILITY

It is an express condition of employment that you are prepared, whenever necessary, to transfer
to alternative departments or duties within our business. This flexibility is essential as the type
and volume of work is always subject to change, and it allows us to operate efficiently and gain
maximum potential from our work force.

J) PRE-EMPLOYMENT MEDICAL
Prospective employees may be required to attend the company medical doctor for a pre-
employment medical.

We retain the right to refer employees for a medical examination at any stage throughout
his/her employment should there be concern in relation to the employee’s general health or
fitness to work.

K) REFERENCE CHECKING

The offer of a contract of employment is subject to successful reference checks. We seek
two references prior to appointment, one of which should preferably from at least one
previous/current employer. Permission will be sought from the candidate prior to contact
being made with a nominated referee.

L) INTERNAL RECRUITMENT
The company is committed to providing opportunities for career advancement wherever
possible. Whilst always seeking to appoint the most suitable candidate, the organisation
encourages internal promotions as appropriate. Likewise the development of employees'
skills and experience through transfers to different areas of the organisation is also
encouraged.

An application for a position does not constitute commitment on the part of the individual
and it can be withdrawn at any stage. Internal applications will not jeopardise the current
position of the individual in any way.

However, the opportunity and responsibility for career advancement lies solely on an
employee’s initiative to seek out situations where their skills can be put to good use.
Promotional decisions are based on the employee’s experience, qualifications and overall
suitability for the position as well as ongoing business requirements.

Employees promoted or transferred to a position of higher responsibility may be required to
undergo a probationary period to be specified at the time of change but which shall not
exceed six months.

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