Working Day

It is important you notify your line manager whenever you leave your place of work so that an accurate attendance record may be kept. It is important to ensure all employees can be accounted for in the case of an emergency, such as fire procedures.

You must clock in and out, when requested, this includes all overtime, or other non-standard periods of work, so that it is correctly recorded. If you are normally required to clock in and out and need to leave your place of work or leave the premises at any time for whatever reason, you must clock out and clock in upon return.

If you omit to clock in or out for any reason, you must report that fact to your line manager as soon as possible after the omission so that records can be updated. If you do leave work and fail to clock out or clock back in upon your return for any period of time, you may face disciplinary action.

It is considered to be an act of Gross Misconduct to clock in or out for another employee, or to allow clocking by someone else.

For those sites who do not operate a clocking in / out system, your manager will inform you of the process of recording your start and finish times.

 

Your line manager will confirm your lunch time breaks and other rest times.

The Company will comply with all relevant legislation relating to rest periods.

Although overtime will be kept to a minimum, it is a condition of employment that all employees will be expected to work a reasonable amount of overtime when requested to do so to meet customer and/or Company requirements. The Company reserves the right to define the word “reasonable”.

You will be informed of the local arrangements when you join .

The Company will determine the requirement and arrangements for overtime, the numbers and job categories of those required, the number of hours required, and the work to be performed and will endeavour to give as much notice as possible of these requirements.

A full week (i.e. a full time equivalent week) must be worked before any overtime payment will be made and a full shift must be worked before any overtime payment will be made.

Anyone who contractually works fewer hours than the normal working week for their particular section will generally only receive overtime premium rates once they have completed normal full-time hours for that week.

Where paid, overtime premiums will be specified in your contract of employment.

A minimum of 15 minutes overtime must be worked before any overtime payment will be made. Subsequent overtime is normally paid in multiples of 15 minutes.

An agreed overtime will be treated as a normal working day and failure to report for overtime will be managed according to the rules surrounding the reporting of absence.

Persistent failure to turn up for overtime may be subject to disciplinary action.

All employees are engaged on the understanding that they are prepared to work any pattern of day or shift working which may be introduced temporarily or permanently. The Company will endeavour to give as much notice as possible whenever anyone is asked to start or change shifts.

Premium rates are normally payable to reflect the unsocial aspects of shift working. Rates for shifts are set out in your contract of employment and published locally, or will be notified when starting a new shift.

Changes to shift arrangements (e.g. less unsocial hours working, more weekend working, etc.) may lead to a variation of the shift premium.

The Company reserves the right to introduce a call out or standby system if necessary.

You will be notified if this introduced.

 

On occasions and in exceptional circumstances only may it be necessary to reduce the working week due lack of work, lack of materials, or other causes.

In such cases:

a) The Company will endeavor to give as much advance warning as possible, and to keep the amount and duration of the short time working as limited as possible.

b) In order to minimise the amount of short time working, employees may be required to carry out alternative work not normally associated with their normal tasks.

c) If a short time working situation occurs employees will be paid only for the on the days that they actually work, subject to any statutory provisions any payments.

d) It may be that not all employees will be put on short time, some employees may be required to work on those days which had previously been designated as “days off”. Such work will not attract overtime payments if it falls within normal contractual hours.

If short term working is required you will be notified accordingly.

Good timekeeping and attendance are essential to the efficient working of every department. You must contact your line manager as soon as possible to explain why you are late and when you can be expected to arrive. If you are going to be late by more than 2 hours, then you must also make contact with the Epwin Absence Line on 0300 303 3984.

Willingness and the ability to adhere to contractual starting and finishing times are a prerequisite to employment.

Disciplinary action will be taken against any employee who is persistently late or has unauthorised absence, or a combination of both.