Page 31 - Thomas Franks Handbook

7. HOLIDAYS & OTHER LEAVE
7.7 Parental / Adoption Leave
In line with current legislation, Thomas Franks will be happy to accept requests for Parental Leave from any colleague with six months service, who has, or expects to have, parental responsibility for a child who is under 5 years old, or in the case of adoption, where the child is under 18 and has been adopted for less than five years. Where the child has a disability living allowance, parental leave may be taken at any time until the child’s 18th Birthday. All periods of parental leave must be requested giving a minimum of 3 weeks notice in writing and providing evidence of your entitlement to take such leave. All leave must be taken in complete weeks and will be unpaid. A maximum of 4 weeks parental leave may be taken for each individual child in any 12 month period. Full details of the procedure relating to Parental Leave can be obtained from your line manager or through the people & training department.
7.8 Time off for Dependant Emergencies
We understand that from time to time, illnesses and accidents occur and things go wrong with arrangements for dependents. In these circumstances, and in line with current legislation, you will be allowed to take a reasonable amount of time off, unpaid, to deal with incidents or emergencies involving dependents. Full details are available from your line manager. What is considered reasonable will depend upon the circumstances but it should be limited to the amount of time necessary to deal with the incident or to make suitable alternative arrangements. Usually a maximum of one or two days will be considered reasonable.
7.9 Special Leave
Thomas Franks understands that on occasion, you may have good reason for being unable to attend work for reasons other than those detailed elsewhere. If you have any such reason or request, please discuss this with your line manager who will be as accommodating as possible. Unauthorised absence is considered to be a serious disciplinary matter and in order to prevent bringing additional pressure on your colleagues, we would ask that you avoid such absences and seek legitimate alternative arrangements with your line manager and fellow colleagues.
31