Page 19 - Heaney Brothers draft employee handbookV2 with new logo

7. We reserve the right to take into account an employee’s length of service and to vary the
procedures accordingly. If you have a short amount of service, you may not be in receipt of any
formal warnings before dismissal. However, you will retain the right to a formal disciplinary
hearing, the right of representation and the right to appeal.

2.16.3 Personal Circumstances
1. Personal circumstances may arise in the future which do not prevent you from attending for work,
but which prevent you from carrying out your normal duties (e.g. lack of dexterity or general ill
health).
If such a situation arises, we will normally need to have details of your medical diagnosis and
prognosis so that we have the benefit of expert advice. Under normal circumstances this can be
most easily obtained by asking your own doctor for a medical report. Your permission is needed
before we can obtain such a report and we will expect you to co-operate in this matter should the
need arise.
When we have obtained as much information as possible regarding your condition and after
consultation with you, a decision will be made about your future employment with us in your
current role or, where circumstances permit, in a more suitable role.
2. There may also be personal circumstances which prevent you from attending work, either for a
prolonged period(s) or for frequent short absences. Under these circumstances, we will need to
know when we can expect your attendance record to reach an acceptable level and again this can
usually be most easily obtained by asking your doctor for a medical report.
When we have obtained as much information as possible regarding your condition and after
consultation with you, a decision will be made about your future employment with us in your
current role or, where circumstances permit, in a more suitable role.

2.17 APPRENTICES
All Apprenticeship Programmes will be conducted in accordance with the SOLAS Apprenticeship Code
of Practice for Employers and Apprentices.

2.17.1 Temporary Suspension of the Apprenticeship Programme
Any period of time spent on temporary lay-off (per the redundancy legislation), maternity, adoptive
or parental leave, carer's leave or any other period of statutory protective leave, sick leave (in excess
of 6 weeks in any 12-month period) or any unauthorised absence will not count towards completion
of the apprenticeship. During such absence the apprenticeship will be temporarily suspended. SOLAS
retains the discretion to temporarily suspend an apprenticeship in instances of frequent intermittent
absences and/or absences of less than 6 weeks' duration.

2.17.2 Apprentices Standards of Performance and Conduct
The Apprenticeship Programme requires the apprentice to be responsible for his or her own learning
throughout their apprenticeship. Apprentices are required to abide by this Code of Practice and any
ETB Training Centre, Institute of Technology, College of Further or Higher Education, or other training
provider rules applying at any time during the apprenticeship.
The local SOLAS authorised officer will assist apprentices to comply with this Code of Practice by
advising them where possible of potential or apparent breaches of the standards set out. However,
SOLAS reserves the right to impose the appropriate sanctions up to and including the removal from
the Apprenticeship Programme of an apprentice who in the reasonable opinion of SOLAS fails to meet
the standards set out in this Code of Practice (which may be amended from time to time).

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