Time off for dependant’s policy

  1. INTRODUCTION

    1. With effect from 15 December 1999, the Employment Relations Act introduced a new entitlement to a short amount of unpaid time off, for staff to make arrangements to deal with specific circumstances involving a dependant.
  2. DEFINITIONS OF A DEPENDANT

    1. A dependant is the husband, wife, child, or parent of the employee.
    2. A dependant could also be someone who lives in the same house as the employee, such as a partner, elderly aunt, or grandparent, but not a lodger, tenant, or employee, such as a live-in au pair.
    3. In cases of illness or injury, or where care arrangements break down, a dependant may also be someone who reasonably relies on the employee for assistance.
  3. SITUATIONS TO TAKE TIME OFF

    1. Reasonable time off during working hours may be taken in connection with one or more of the following:
      • when a dependant falls ill;
      • when a dependant is injured or assaulted;
      • when a dependant gives birth;
      • to make longer-term arrangements for a dependant who is ill or injured;
      • the death of a dependant (in addition to any Special Leave);
      • an unexpected incident involving a child of the employee when the child is at an educational establishment;
      • when there is an unexpected disruption or breakdown in care arrangements for a dependant.
    2. Please note that illness for these purposes includes mental illness.
  4. HOW MUCH TIME OFF MUST BE ALLOWED?

    1. There is not a set limit to the amount of time off which can be taken. In most cases, the amount of leave will be one or two days at the most, but this will depend on individual circumstances although an employee may be able to take a longer period of leave under other arrangements with the employer. For example, if a child falls ill, the leave should be enough to help the employee cope with the crisis – to deal with the immediate care of the child, visiting the doctor if necessary and to make longer term care arrangements. It does not mean that the employee may take two weeks leave to look after a sick child.
  5. NOTIFICATION

    1. The Act requires that staff should notify their employer of the reason for their absence and how long they expect to be away from work, as soon as reasonably practicable. If an employee returns to work before it was possible to contact his/her employer, he/she should still tell them the reason for the absence on their return to work.
  6. JURY SERVICE

    1. An employee called for jury service must tell their line manager as soon as they are summonsed and provide a copy of their summons if requested.Depending on our needs, we may request that an employee applies to be excused or defer their jury service. Employees must claim loss of earnings for attendance at jury service. The reimbursed sum must be reported to the us, so that a corresponding deduction may be made from the employee’s subsequent salary payment.

      2. OR

    2. If selected for Jury Service you should advise your line manager immediately. You will, when attending Court, be entitled to claim from the authorities certain payments in respect of fares and subsistence. You will also receive a daily attendance allowance. You are expected to claim all these allowances. The Employerwill deduct from your salary an amount equivalent to the attendance allowance. You should obtain the appropriate form from the Court and pass it to the Human Resources Department. Should the attendance allowance exceed daily pay, we will deduct one day’s pay for each day of absence.
  7. PENSION SCHEME TRUSTEES

    1. You have the right to time off or to attend relevant training if you are a pension scheme trustee. The Employer will grant a reasonable amount of time. In coming to a decision as to what constitutes a reasonable amount it time, we will consider:
      • How much time is generally taken to perform the relevant duty;
      • How much time ought to be taken to perform the relevant duty; and
      • The effect of your absence on The Employer.
    2. Your time off will be paid.
  8. TIME OFF FOR PUBLIC DUTIES

    1. Under s.50 of the Employment Rights Act 1996, employees who hold certain public positions have the right to reasonable unpaid time off during working hours. The provisions cover:
      • Justices of the Peace (also known as magistrates);
      • School Governors;
      • independent prison monitors in Scotland;
      • members of a local authority;
      • members of a statutory tribunal;
      • members of a relevant health body;
      • members of a relevant education body;
      • members of the Environment Agency or the Scottish Environment Protection Agency;
      • members of Scottish Water;
      • lay observers of conditions in court custody and under escort;
      • members of visiting committees of immigration removal centres; and
      • members of visiting committees of immigration short-term holding facilities.
    2. Requests for time off will be considered objectively and on their merits factoring in all of the circumstances, including (but not limited to) whether or not reasonable notice was given, how much time is reasonably required for the activity, how much time off has already been taken by the employee, and how the employee’s absence will impactThe Employer’s business.
  9. VOLUNTEER RESERVE FORCES

    1. Employees who are required to attend training exercises, summer camps etc. as part of their commitment to the Volunteer Reserve Forces (i.e. Territorial Army; Royal Navy Reserve; Royal Marine Reserve; RAF Reserves) will have to use their normal leave entitlement. There is no legal obligation upon the School to grant additional time off for training.
    2. In the event of a national emergency, the School recognises the additional obligations placed on Reserve Force members and will treat such cases accordingly.
  10. STUDY LEAVE POLICY

    1. From 6 April 2010 employees with at least 26 weeks’ continuous service have a statutory right to request unpaid time off for study or training; this is described as ‘time to train’. Requests made under ‘time to train’ must be supported by evidence showing how the study or training will improve:
      • the employee’s effectiveness at work; and
      • the performance of The Employer’s business.
      • There is no statutory limit on the length of time that can be requested for such study or training.
      • Employees requesting study leave (paid or unpaid) through the ‘time to train’ provisions described above, should give as much notice as possible (at least six weeks).