A) ADMINISTRATION
1. Payment
For salaried staff the pay month is the calendar month. Basic salaries are paid on the last day of each month or on the previous Friday if the last day falls on a weekend, and overtime/commission payments, where applicable, are paid one month in arrears.
You will receive a payslip showing how the total amount of your pay has been calculated. It will also show the deductions that have been made and the reasons for them, e.g. Income Tax, National Insurance, etc.
2. Commission
Details of any commission scheme (if applicable) will be supplied to you in writing Any subsequent changes to this will be detailed in writing to you. Commissions are typically paid one month in arrears. Your monthly pay advice will distinguish between the various types of commission paid.
No commission will be paid to anyone that has left the company on the commission payment date. The company reserves the right not to pay commission to any member of staff who is working their notice and/or is the subject of any disciplinary process at the time the commission is due.
3. Queries
Any pay queries that you may have should be raised with your Manager.
4. Overpayments
If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.
5. Income Tax and National Insurance
At the end of each tax year you will be given a form P60 showing the total pay you have received from us during that year and the amount of deductions for Income Tax and National Insurance. You may also be given a form P11D showing non-salary benefits. You should keep these documents in a safe place as you may need to produce them in your dealings with the Inland Revenue and other government departments, or if completing a self-assessment form.
B) LATENESS
You must attend work punctually at the specified time(s) and you are required to comply strictly with any time recording procedures relating to your work. You are expected to be prepared and ready to commence work immediately at your shift start time.
All absences must be notified in accordance with the sickness reporting procedures laid down in this Employee Handbook.
Any time missed as a result of lateness must be made up by agreement with your manager. This may be made up by taking shorter breaks, staying late or similar.
Persistent or frequent lateness may result in disciplinary action and/or loss of pay.
C) TEMPORARY SHORTAGE OF WORK
If there is a temporary shortage of work for any reason, we will try to maintain your continuity of employment even if this necessitates placing you on short time or having to lay you off work without pay other than statutory guarantee pay.
D) MATERNITY/PATERNITY LEAVE AND PAY
You may be entitled to maternity/paternity leave and pay in accordance with the current statutory provisions. If you (or your partner) become pregnant you should notify your Manager at an early stage so that your entitlements and obligations can be explained to you.
E) PARENTAL LEAVE
If you are entitled to take parental leave in respect of the current statutory provisions, you should discuss your needs with your Manager, who will identify your entitlements and look at the proposed leave periods dependent upon your child’s/children’s particular circumstances and the operational aspects of the business.
F) TIME OFF FOR DEPENDANTS
You may be entitled to take a reasonable amount of unpaid time off during working hours to take action that is necessary to provide help to your dependents. Should this be necessary you should discuss your situation with your Manager, who, if appropriate, will agree the necessary time off. This time off will be deducted from your annual leave allowance.