Page 8 - P&G Cards EHB

D) 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.

E) WORKING TIME POLICY

In accordance with the working time legislation, P & G Cards 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.

Daily Break Period - All employees must take a break of at least 15 minutes if working up to
four and a half hours or a break of at least 30 minutes if working up to six hours. (This may
be inclusive of the initial 15 minute break).

Daily Rest Period - Employees affected by this legislation must take a rest period of 11
consecutive hours in each 24 hour period.

Weekly Rest Periods - All employees must take a rest period of at least 24 consecutive
hours in each period of seven days.

In accordance with this legislation all staff members are required to keep an accurate record
of their hours worked, and will be provided with a time-sheet for this purpose. This will be
signed off by the employee’s Department Manager on a week by week basis. It is important
that this form is accurately filled out as hours and/or wage details may be taken from these
records. Therefore you must remember to complete the form and have it counter signed by
your Department Manager. Failing to do so or falsifying records is a disciplinary offence that
may result in summary dismissal following recourse to the Company’s disciplinary procedure.

If you are unable to take a rest break in your job, you must notify your Department Manager in
writing (within one week) that you were unable to take this break. Your Department Manager
will look at the reasons why you were unable to take your break and at any health and safety
issues that might or have arisen relating to you and your job. If you do not notify your
Department Manager within one week you will forfeit that break. If after investigation you are
offered the break and refuse, you are at fault and the Company is not obliged to offer you a
further rest break. However we do ensure employee’s rest breaks are taken.

F) ADVERSE WEATHER POLICY

Extreme Weather Conditions
From time to time, extreme weather may seriously delay or prevent you from attending work.
Whilst we expect you to make all reasonable effort to attend, there may be some occasions
where this is not possible. This may be due to road closures or a lack of public transport due
to prevailing weather conditions.

Employee Options
During severe weather, you have no automatic legal entitlement to remain at home on full or
reduced pay. Instead, you have the following options available to you:
▪ Annual leave. If you’re unable to attend work, you may choose to take this time as
annual leave.
▪ Unpaid leave. An alternative is to take this time as unpaid leave. If you do this, your
annual leave allowance will remain unaltered.
▪ Homeworking. It may be possible for you to work from home during a period of severe
weather. This will depend on the nature of your job role and the availability of computer,
e-mail and Internet access. If you wish to consider this as an option, it should be
discussed with your line manager in advance.

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