Annual Leave Policy - University of Edinburgh.
Annual Leave Policy. 1. Purpose. The purpose of this policy is to ensure that annual leave is managed fairly and consistently across Monitor, and to inform all members of staff of the procedure that must be followed when applying for annual leave. 2. Scope. This policy applies to all staff working under a contract of employment on a substantive or fixed-term appointment with Monitor. 3.
This annual leave policy covers annual holiday entitlement, how to arrange it with the agreement of your manager, carry over to the following year and how it interacts with other absence types. It also has a statement on what happens at the end of employment, this will need aligning to your employment contracts. You should try Timetastic. Accountants, marketing agencies, lawyers, engineers.
As such, it is necessary that your leave policy state which of your employees are eligible for certain kinds of leave. Another example is that of employees with families who might need to avail of paternity or maternity leave. Naturally, this means that unmarried employees are not eligible for such leave; hence, there is the need to specify which employees may take advantage of specific kinds.
Your will lets you decide what happens to your money, property and possessions after your death. If you make a will you can also make sure you don’t pay more Inheritance Tax than you need to.
Long-term sickness. Employees who are off work sick for more than 4 weeks may be considered long-term sick. A long-term sick employee is still entitled to annual leave.
This customisable maternity leave policy template for small business allows you to tweak the document to ensure that it is right for both you and your employees, and is available in either PDF or Word format. When communicating maternity leave policies to your employees, remember that all employment rights are protected during the period, including pay rises, holiday, and return to work.
Parental leave; Coronavirus: advice for employers and employees; Health and wellbeing. Coronavirus and mental health at work; Supporting mental health in the workplace; Using occupational health at work; Dealing with workplace problems. How to raise a problem at work; Dealing with a problem raised by an employee; Discrimination, bullying and harassment; Disciplinary and grievance procedures.