Trade Union representatives (defined as Member Stewards, Health & Safety and Learning Representatives) have a statutory right to reasonable paid time off from work to carry out Union duties and to undertake Trade Union training. In respect of existing time off with pay arrangements, nothing in this policy will serve to alter or amend existing local agreements, where these remain in force. Union representatives and members also have a statutory right to request reasonable unpaid time off to take part in Trade Union activities. 3.9 Annual Leave Carry over following Long Term Absence An employee will not lose any statutory annual leave if they have been prevented from using their annual leave because of sickness absence. If the employee is absent from work at the point that their annual leave year commences, any statutory leave untaken i.e. 20 days (pro rata), because of their sickness absence, can be carried over. If an employee returns from a period of sickness absence prior to the end of their annual leave year, and is able to take their statutory annual leave on their return, before their annual leave year expires, they should do so. If they choose not to do so the statutory annual leave cannot be carried over and will be lost. If, however, there is insufficient time to enable them to take their statutory leave or on return to work, work commitments prevent them from taking the statutory annual leave, this leave can then be carried over into the new annual leave year. Employees can also take their statutory annual leave during sickness absence. Arrangements would still need to be confirmed with their line manager. Employees should be encouraged to use the carried over statutory annual leave prior to returning to work following sickness absence. In line with national conditions, where an employee is receiving sick pay under the scheme, sick pay should continue if a public or extra statutory holiday falls during such sickness absence. However, no substitute public or extra statutory holiday should be given. The Town Council reserves the right to consider individual cases on their own merits. 3.10. Accrued Hours Employees must accurately record their attendance on the approved ‘Time which must be authorised by the Line Manager. Sheet’ employees’ Circumstances may arise when, in recording actual hours worked, an employee may accrue hours over and above those ‘contracted’.
Trade Union representatives (defined as Member Stewards, Health & Safety and Learning Representatives) have a statutory right to reasonable paid time off from work to carry out Union duties and to undertake Trade Union training. In respect of existing time off with pay arrangements, nothing in this policy will serve to alter or amend existing local agreements, where these remain in force. Union representatives and members also have a statutory right to request reasonable unpaid time off to take part in Trade Union activities. 3.9 Annual Leave Carry over following Long Term Absence An employee will not lose any statutory annual leave if they have been prevented from using their annual leave because of sickness absence. If the employee is absent from work at the point that their annual leave year commences, any statutory leave untaken i.e. 20 days (pro rata), because of their sickness absence, can be carried over. If an employee returns from a period of sickness absence prior to the end of their annual leave year, and is able to take their statutory annual leave on their return, before their annual leave year expires, they should do so. If they choose not to do so the statutory annual leave cannot be carried over and will be lost. If, however, there is insufficient time to enable them to take their statutory leave or on return to work, work commitments prevent them from taking the statutory annual leave, this leave can then be carried over into the new annual leave year. Employees can also take their statutory annual leave during sickness absence. Arrangements would still need to be confirmed with their line manager. Employees should be encouraged to use the carried over statutory annual leave prior to returning to work following sickness absence. In line with national conditions, where an employee is receiving sick pay under the scheme, sick pay should continue if a public or extra statutory holiday falls during such sickness absence. However, no substitute public or extra statutory holiday should be given. The Town Council reserves the right to consider individual cases on their own merits. 3.10. Accrued Hours Employees must accurately record their attendance on the approved ‘Time Sheet’ which must be authorised by the employees’ Line Manager. Circumstances may arise when, in recording actual hours worked, an employee may accrue hours over and above those ‘contracted’.
HTC-AGREED-TIME-OFF-WORK-POLICY.docx