Page 17 - Bretland Group Employee Handbook Dec 2019 v.1

− Fees
− Commissions
− Bonuses
− Holiday pay
− Sick pay (if applicable)
− Guarantee payments
− Payment for time off for union activity.
− Sums payable upon re-instatement.
− Pay during times of medical Paternity or Maternity suspension.

Where deductions cannot be made within the specified time all options open to the company for the
Civil Recovery of money E outstanding are fully preserved. In addition, the employee is free to propose
an alternative settlement to the company for outstanding dues.

The company will endeavour to keep deductions confidential but must of necessity involve
management and payroll staff in the processing of such information.
If an employee feels that a deduction is not justified, they may use the appeals procedure.

2.11.9 Leaving the Company
When leaving the company, employees will be paid any accrued holiday entitlement less days already
taken.

If an employee leaves without giving full notice, the company will deduct accrued holiday entitlement
equivalent to that shortfall in notice, from the final pay cheque. For example, an employee required
to give two weeks' notice who only gives one, will have one week's holiday pay deducted.

Both employer and employee are entitled to notice of termination of contract as follows;

a) Between thirteen weeks and under two years of service – one week
b) Between two years and five years of service – two weeks
c) Between five years and ten years of service - four weeks
d) Between ten years and fifteen years of service – six weeks
e) Fifteen years or more of service – eight weeks

2.12 ATTENDANCE AND ABSENTEEISM
Maintaining our reputation for a quality service depends upon your punctual and full attendance at
work. The importance the Company places on full attendance and punctuality is reflected in the fact
that these are important criteria for consideration at salary and performance reviews and internal
promotions or transfers. Failure to comply with the absence procedure will be dealt with under the
disciplinary procedure.

2.12.1 Absence from Work – Notification Requirements on the Day
If you are unable to attend work, for whatever reason (apart from approved leave), you must contact
a Senior Manager;

• within an hour of your rostered start time on your first day of absence and no later than
6:00am, to explain the circumstances. You must provide sufficient details about the nature of
your illness and, if possible, you should indicate how long your absence is likely to last.
You personally, must make every effort to speak with a Senior Manager; only in very exceptional
circumstances should you either-

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