Page 67 - Bretland Group Employee Handbook Dec 2019 v.1

3.26.3 Return of Company Property
All Company property should be returned to a Senior Manager on or before your last day of
employment. Failure to return such items may result in the cost of the items being deducted from any
monies outstanding to you.

3.26.4 Holidays
Holidays, which you have accrued but not taken, will be paid for in your final salary, If, when you leave
the Company you have taken holiday for which you have not accrued sufficient service, the amount
owed will be deducted from your final salary.
3.26.5 Repayment of Loans/Expenses
Any outstanding loans, expenses, advances etc. will be deducted from your final salary.

3.26.6 Exit Interview
As a matter of policy, all employees serving notice shall have an exit interview. The purpose of the
interview will be to establish reasons for leaving.

3.26.7 References
If a prospective employer requires a reference, they should be requested to write to the Company.
Any reference supplied to another employer is given in complete confidence. The Company reserves
the right not to supply references.

3.26.8 Cessation of Benefits
All Company benefits will cease on the last day of employment unless written notification to the
contrary is given.

3.26.9 Leaving the Company without notice
Should you leave your employment without providing the required notice, the Company will write to
you to:-

a) find out if and when you intend to return to work. Please be aware that depending on the
nature of your absence you may be subject to the Company disciplinary procedure on your
return to work.
b) determine if you wish to raise a grievance
c) confirm your resignation from the Company

If you do not respond to the letter within 5 working days, it is presumed that you have resigned from
the Company and your employment will be terminated immediately.

3.28 REDUNDANCY POLICY
Should circumstances arise where redundancy is determined to be a possibility the Company will
ensure it complies with relevant legislation and look where possible to;
a) Reduce overtime to a workable minimum; and
b) Investigate measures, such as short-time working, reduced working week and/or lay off
(without pay), as a means of avoiding redundancies.

If redundancies cannot be avoided, consideration may be given to applications for voluntary
redundancy, where appropriate. It may not be possible to accept every application for voluntary
redundancies depending on the requirements of the business. If the selection of employees for
redundancy becomes necessary, any criteria for selection will be discussed with you at the time where

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