There are some other types of leave that you may be able to take at certain
points as an employee. These are detailed below. Whilst we give an indication of the length of time that should be given to each of these, in extenuating circumstances this may be able to change. This should be agreed with your SLT Lead and People and Culture.
Family leave policies
The following policies outline policy and procedure for
Fostering and supported lodgings leave
If you are exploring fostering, adoption or supported lodgings the
Foster Family Friendly Policy outlines the additional leave allocation
available to employees to attend training or meetings relating to their
role.
Compassionate leave, for bereavement or other domestic crises
Compassionate leave may be granted at the discretion of the charity. It will
be used in times of ‘family’ illness, distress and bereavement. We
acknowledge that ‘family’ can be defined differently due to our individual
circumstances and is meant in this case to describe your immediate circle
(for some that could be spouse, children, parents or a close friend) The
actual length of leave and pay is to be discussed with line manager. As a
guide it is common for up to grant up to 5 days (pro-rata).
Dependents leave
In relation to paid leave to care for dependents; we acknowledge that lots
of us have other caring responsibilities and there are occasional days when
there is an emergency and work needs to be paused. This leave is then in
place to ensure we have the ability to meet that need in the moment,
without having to worry about ‘making time back.’
When needing to take paid dependents leave this should be made as a
request to your line manager in advance. We recognise that sometimes, in
an emergency, this may be difficult. But we would expect as a minimum
that a text/ WhatsApp is sent to your line manager explaining the
emergency and letting them know when you will be able to call them with
more information.
The actual length of leave and pay is to be discussed with line manager.
As a guide it is common for us to grant up to five days (pro-rata).
Carers leave
All staff are allowed up to 5 days (or equivalent of one working week)
unpaid leave to provide or arrange care for dependents with a long term
care need. This request should be made in writing to your line manager
and the People and Culture Team. The request should be made twice the
length of the leave in notice period with a minimum of three days notice.
E.g. if requesting four days of carers leave then eight days notice should
be given.
For more guidance please contact the People and Culture Team or refer
to the government guidance
Unpaid leave
Employees can request unpaid leave in addition to their leave
allowance. This must be requested in writing and the SLT lead and the
person’s line manager would make the decision to approve or deny
unpaid leave requests based on business needs.
Dentist and doctor's appointments
Wherever possible you are expected to arrange dental and doctor’s
appointments outside working hours. Where this proves impossible (e.g.
when seeing hospital specialists) you should request approval from your
line manager in advance, and you may be expected to make the time up.
Jury service/ court appearance as a witness
If you are called for jury service or as a witness in a court case, you
should inform your manager. You will be given the necessary time off,
but you must claim expenses (including those for loss of earnings)
from the court. When you return to work you should tell your line
manager the amount you have claimed, and provide written
confirmation, so that the necessary adjustments can be made to your
salary. Please speak to the People and Culture Team if you are called
for jury service.
Unauthorised absence
It is a condition of employment that you attend work on each day of
your standard working week and between the starting and finishing
times as specified in your employment contract.
Unless an absence is authorised, no payment will be made by the
charity for any absence or time lost because of lateness. Requests for
time off for any reason must be made in advance to your manager.
Any unauthorised absence may result in disciplinary action.
If you are absent for a period of five consecutive working days or
longer without contact and without subsequent satisfactory
explanation, you will be regarded as having breached the terms and
conditions of your employment. In such circumstances, it will be
considered that you have chosen to terminate your own employment
and you will not be entitled to pay in lieu of notice