4.2
Managers have the discretion to allow staff to leave early and should have regard to the needs of the business and the employee's personal circumstances.
4.3
Where half the normal working day or more is lost this will be treated as absence and dealt with as set out below.
5.
ABSENCE AND PAY
5.1
Employees who are absent from work due to extreme weather or other travel disruptions are not entitled to be paid for the time lost.
5.2
Absence can be treated in a variety of ways. Employees should discuss their preference with their line manager, who retains overall discretion in the matter. A number of options are set out below:
(a) Treating the absence as annual leave.
(b) Treating the absence as flexitime or time off in lieu.
(c)
Making up the lost hours within a reasonable time.
(d) Treating the absence as special unpaid leave.
5.3
If, in exceptional circumstances, we decide to close the workplace, employees will be paid as if they had worked their normal hours.
6.
SCHOOL CLOSURES AND OTHER CHILDCARE ISSUES
6.1
Adverse weather sometimes leads to school or nursery closures or the unavailability of a nanny or childminder.
6.2
In cases such as these where childcare arrangements have been disrupted, employees may have a statutory right to reasonable time off without pay.
116
Made with FlippingBook - Online magazine maker