Paragraph 8.32 The non-statutory ACAS guide, Bullying and harassment at work, emphasises the importance of mediation and counselling, especially where the investigation reveals no grounds for disciplinary action or where doubt is cast on the validity of the complaint. I have therefore included reference to this. Bereavement FREETHS The policy refers to an employee’s ability to use annual leave following a period of bereavement leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Capability Procedure FREETHS Additional paragraph inserted to ensure employee’s are aware that electronic recordings of meetings is not permitted. Compassionate Leave FREETHS The policy refers to an employee’s ability to use annual leave following a period of compassionate leave. I have qualified this to ensure it is clear that this would be subject to their manager’s approval. Data Protection FREETHS This policy will need updating in May 2018 following the introduction of the General Data Protection Regulations. Please revert to us in due course. At this time, this policy complies with current legislation. Disciplinary Procedure 2013 November 2017 January 2018 LMC HR FREETHS Paragraph 13.4 amended to exclude reference to verbal warning but to include Formal Counselling as an option. Paragraph 13.41 amended to exclude potential for new evidence to be introduced and to emphasise the review nature of an appeal rather than a re-hearing. Paragraph 13.43 amended to exclude reference to new information, but to include review of reasonableness of final outcome in all the circumstances. Paragraph 13.17 extending the right to suspend to include not just the investigation but the disciplinary process.
Paragraph 13.23 giving employer the right to request that the employee choose another companion where there chosen companion in unavailable for more than 5 days. This prevents the process being prolonged by the employee. Disciplinary Rules Equal Opportunities January 2018 FREETHS Paragraph 7.8 – clarifies the law. Paragraph 7.23 – encourages disabled employees to make proposals as to reasonable adjustments. Paragraph 7.25 – clarifies the law in this area. Expenses Flexible Working Grievance Procedure January 2018 FREETHS Paragraph 14.3 – encourages employees to indicate when their complaints are to be taken as a grievance. Paragraph 14.4 – refers to grievance investigation. Health & Safety Information and Communications Systems January 2018 FREETHS Paragraph 32.7 – makes clear that policy applies to smartphones and all mobile devices. Paragraph 32.27 – recent case law and the upcoming GDPR make clear that employees must have some expectation of privacy and that all monitoring must be transparent and proportionate. The amends reflect this. Maternity January 2018 FREETHS Added defined term. Pargarph 16.6 – permits employer to request evidence of appointments to avoid abuse of reasonable paid time off. No Smoking January 2018 FREETHS You may want to include a non-exhaustive list of the items that the ban applies to. This is simply to avoid any argument that for instance fall outside the policy. Parental Leave January 2018 FREETHS I have amended the right to postpone at paragraph 19.15-19.18 as it still referred to old law regarding the parental leave only being applicable until