Leave Policy and Flexible Working Guidance
|
|
- Adam Burns
- 5 years ago
- Views:
Transcription
1 Leave Plicy and Flexible Wrking Guidance 1. INTRODUCTION AND PURPOSE 1.1. The prvisins utlined in this plicy serve as a guide t managers acrss NHS Prtsmuth Clinical Cmmissining Grup ( The CCG ), in determining fair and reasnable practices in the prvisin f leave and guidance fr managers and emplyees cnsidering flexible wrking arrangements, and the respnsibilities f either party. Special leave may be defined as leave given in additin t annual leave and may be paid r unpaid The plicy aims t maintain cnsistent management practice. This may nt entail identical decisins in all cases, as each individual case will be assessed accrding t circumstances The CCG believe, as an rganisatin cmmitted t prviding equal pprtunities fr all, it shuld supprt flexible wrking practices. It seeks t help emplyees balance the demands f dmestic and wrk respnsibilities, particularly at times f urgent and unfreseen need, prviding paid r unpaid leave as apprpriate Where pssible, a flexible apprach will be adpted t enable staff t meet these different demands. This will nly be achieved if staff make reasnable and respnsible requests and are flexible in using annual leave where circumstances allw With regard t flexible wrking, the guidance utlines a fair, equitable and cnsistent apprach twards the cnsideratin f flexible wrking requests in line with the wrking arrangements f the whle team, and the verall service and business needs 1.6. This prcedure des nt frm part f yur cntract f emplyment and it may be amended frm time t time. We may als vary parts f this prcedure, including any time limits, depending n the circumstances f particular cases 2. SCOPE 2.1. This plicy will be applied t all emplyees and cvers the prvisin f paid r unpaid leave requested under the fllwing categries: Annual leave Cmpassinate Leave Carer Leave Special Leave (where Carer Leave isn t apprpriate) Special Leave fr Public Duties Flexible Wrking requests and arrangements Leave in relatin t Reserve Frces deplyments 2.2. All frms f leave r Flexible Wrking shuld be reprted and authrised using the applicatin frms fund in Appendix A, B and C
2 2.3. The scpe f the plicy allws fr leave t be granted at the discretin f the manager paid leave (ther than cntractual paid annual leave) shuld nt be regarded as an autmatic entitlement If leave is requested at shrt ntice, every effrt shuld be made t cver the individual cncerned during a time f crisis, but managers must be aware f safe staffing levels and take decisins accrdingly Anyne can request t wrk flexibly but t have statutry eligibility t have the right t request and t apply fr a flexible wrking arrangement, the applicant must be an emplyee (with a cntract f emplyment; agency wrkers are nt eligible). Furthermre, the emplyee must: Anyne wh has caring respnsibilities fr anther persn (child r adult) has the legal right t ask fr flexible wrking have wrked fr their emplyer fr 26 weeks cntinuusly at the date that the applicatin is made nt have made anther applicatin t wrk flexibly under the right t request flexible wrking during the past 12 mnths. 2.6 The request t wrk flexibly under this guidance des nt cver infrmal arrangements made n an ad-hc basis (i.e. fr shrt term changes cvering a perid f ne r tw days r use f shrt ntice annual leave requests, please refer t leave plicy). 2.7 Where there is reasn t grant shrt term changes t wrking patterns t cver a fixed and defined perid f change in the emplyees situatin, the ptins available shuld be discussed by the manager and the emplyee and agree a timescale fr the change, cnfirming all arrangements in writing with the emplyee. Under these circumstances the wrking pattern shall return t its nrmal frm fllwing the fixed perid stated. If the change in wrking pattern needs t be extended fr an indefinite amunt f time then it shall be subject t this guidance and prcess, this includes the request t wrk frm hme. 2.8 Flexible wrking arrangements will need t be reviewed n a peridic basis by the emplyer and the emplyee in line with changing business needs r persnal situatins. A review f existing flexible wrking arrangements shuld frm part f the appraisal prcess at least annually, but may be reviewed between appraisals if the need arises. The rganisatin has a right t review the flexible wrking arrangements in line with changing business needs, and the emplyee can request a review r indicate if a flexible arrangement put in place, is n lnger required due t a change n circumstances r there has been a change in persnal circumstance. 2.9 Flexible wrking arrangements d nt autmatically transfer with an emplyee frm rganisatin t rganisatin, staff beginning their emplyment with the CCG and requiring flexible wrking arrangements will need t make a request fr thse flexible wrking arrangements when they begin their emplyment with the rganisatin. 1
3 3. RIGHT OF APPEAL 3.1. Any appeals arising frm a manager's decisin in relatin t leave shuld be made thrugh the Grievance Prcedure. 4. ANNUAL LEAVE 4.1. Emplyee s entitlement t annual leave will be in accrdance with Agenda fr Change terms and cnditins f service and depend n their length f service. On appintment 27 days plus 8 bank hlidays After 5 years service 29 days plus 8 bank hlidays After 10 years service 33 days plus 8 bank hlidays 4.2. Any requests fr annual leave must be made t the emplyee s manager n the apprpriate frm, appendix A and giving as much ntice as pssible The manager needs t give due cnsideratin t the needs f the service and ensure adequate staffing levels in deciding whether t authrise the leave requested. 5. COMPASSIONATE LEAVE 5.1. This is intended t prvide a cmpassinate respnse t cases f urgent dmestic distress such as bereavement r serius illness in the immediate family. The immediate family will include: Child Partners (including same-sex partners) Parents Parents f partner (I.e in-laws if the emplyee is respnsible fr funeral arrangements) Siblings Step families 5.2. Leave fr bereavements beynd the list abve (i.e. grandparents, clse friends r extended family) will be reviewed and usually be based n whether there were exceptinally clse links The manager has the discretin t grant paid leave, nrmally up t 3 days in any leave year, hwever, in exceptinal circumstances, the manager has the discretin t extend this t a maximum f 5 days paid leave. Any further leave may be granted at the managers discretin in liaisn with HR If it is nt apprpriate t take cmpassinate leave then annual leave r unpaid leave may be utilised in agreement with the manager In all cases, managers shuld assess the individual circumstances f the request fr leave and cnsider the levels f stress experienced by the member f staff and whether it is likely t affect his/her wrk. Advice shuld als be taken frm the Human Resurces team if necessary. 2
4 5.6. Where a member f staff is requiring time ff ver a lnger perid f time the manager may cnsider a change in wrking hurs in discussin with the individual, n either a temprary r permanent basis. 6. CARER LEAVE 6.1. This prvisin is intended fr circumstances where individuals with parental r carers status f dependants face immediate and unexpected prblems in their caring arrangements e.g. dependant is sick, unexpected clsure f nursery, schl r care hme A dependant wuld nrmally be classified as a persn living in the same husehld as the persn prviding care, including spuse, partner, parent, child, smene wh lives as part f the family unit, r reasnably relies upn the emplyee as their carer Managers shuld assess individual circumstances during times f dmestic difficulty and have the discretin t grant leave with pay (up t a maximum f 3 days in a leave year). In exceptinal circumstances, a further perid f unpaid leave may be granted It is recgnised that staff may need t take leave at shrt ntice in rder t care fr a dependant wh is suffering frm a cmmn ailment and therefre may nt be able t use the nrmal care arrangements in place. Where pssible, staff are encuraged t make alternative care arrangements and a manager shuld grant paid carer leave in rder fr these t be made. It is imprtant that staff members are nt cmpelled t take sick leave t care fr a sick dependant when they are fit fr wrk and therefre an pen discussin with the manager in these situatins is encuraged. If alternative arrangements can t be made then the manager has the discretin t allw annual leave, time ff in lieu r grant a perid f unpaid leave. Staff shuld als take int accunt the ptential need t take leave in these circumstances and shuld be encuraged t plan their annual leave accrdingly Fr part time staff, carer leave shuld be granted n a pr rata basis depending n the number f days wrked in a week There is n requirement that the requested leave shuld be taken cnsecutively. The manager and member f staff shuld agree a pattern which allws fr apprpriate cver Fr lnger term carer demands the member f staff cncerned shuld discuss ther ptins with their manager including unpaid leave, parental leave r a temprary change t wrking hurs. 7. SPECIAL LEAVE FOR DOMESTIC EMERGENCIES 7.1. The CCG recgnises that emplyees ccasinally have t respnd t dmestic emergencies (which are nt relates t carer leave). Managers may therefre, at their discretin, grant special unpaid leave under these circumstances. 3
5 7.2. Special leave fr emergencies may be used during times f unfreseen dmestic crisis when carer leave is nt applicable, fr example when dealing with a burst water pipe r when a burglary r fire has ccurred Where staff have t take emergency leave due t a persnal crisis which may invlve dmestic vilence r abuse, the CCG will supprt the individual in line with the NHS Dmestic Abuse pledge and special leave may be granted When a member f staff is prevented frm returning t wrk due t transprtatin issues such as delayed flights r a natural disaster, unpaid leave may be granted at the manager s discretin Managers shuld assess individual circumstances during times f emergency and have the discretin t grant leave, which wuld nrmally be withut pay. Depending upn the emergency this shuld nt nrmally be mre than ne day and shuld nt exceed mre than 3 days in any leave year Staff and managers shuld agree hw this time may be made up, r ntify payrll if pay is t be deducted. 8. SPECIAL LEAVE FOR PUBLIC DUTIES INCLUDING FOR RESERVE FORCES 8.1. Staff undertaking essential civil r public duties are entitled t paid leave in respect f specific activities. Als included in these guidelines are duties r activities fr which it is cnsidered paid time ff shuld be allwed, althugh there is n legal requirement t give it The CCG wish t allw the widest pssible discretin when faced with requests fr leave therefre nly indicative amunts f leave with pay that may be agreed fr each duty r activity have been stipulated. 9. SPECIAL LEAVE PROCEDURE 9.1. Any member f staff wishing t participate in any f the duties/activities entitling special leave shuld discuss their wishes with their manager befre cmmitting themselves. Entitlement t paid leave culd be affected if this prcess has nt been undertaken Where absence n a public duty r activity wuld cause cnsiderable disruptin t a department, with the exceptin f Jury Service, the manager has the right t refuse permissin fr special leave with r withut pay. In ding s the manager must ensure that any decisin t refuse permissin is reasnable in all circumstances Managers shuld ensure that the emplyee s persnal file cntains a recrd f the request fr Special Leave, the date granted r refused, the amunt agreed if any, and any special cnditins agreed with the manager in respect f that duty r activity Managers have discretin t increase the amunt f paid r unpaid leave fr any f the duties r activities utlined in this sectin in cnsultatin with the individual. 4
6 9.5. Decisins t increase the amunt f special leave granted will be dependant n the exigencies f the Service, i.e. the size and/r efficiency f the Department and the availability f adequate cver arrangements. If the request fr an increase in time ff fr special leave is declined the manager must ensure their decisin is reasnable in all circumstances Individuals granted special leave t undertake public duties r activities shuld prvide their manager with an utline f their expected invlvement thrughut the year t enable their absence t be planned within the leave rster and shuld nly be granted in respect f time when the emplyee wuld nrmally be at wrk If permissin t undertake a public duty r activity is unreasnably refused, the emplyee may raise a grievance If paid leave is granted and a daily fee is payable then this must be remitted t the rganisatin. Members f staff wh wish t apply fr Special Leave shuld cmplete the applicatin frm at Appendix A. This shuld be authrised by the manager and cpies frwarded t the Payrll and HR team. Managers shuld retain a cpy fr the persnal file. 10. DUTIES AND ACTIVITIES FOR WHICH SPECIAL LEAVE MAY BE GRANTED Staff requesting special leave fr the fllwing duties r circumstances may be granted leave as indicated. Managers have discretin t grant paid r unpaid leave in excess f the amunt stipulated in cnsultatin with the individual. Type f Special Leave Indicative Levels f Paid Leave Per Year Curt Attendance as a Witness As required Jury Service 2 weeks Training with Reserve & Cadet Frces 1 week * Witness in In Huse Appeal Hearings As required Service as Magistrate 10 days r 20 half days In ther circumstances nt utlined abve, paid r unpaid leave may be allcated at the discretin f the manager in cnsultatin with Human Resurces Team. * Training with the Reserve r Cadet Frces Reasnable unpaid leave will be made available t reservists t attend annual camp r equivalent cntinuus training. Additinal unpaid leave r annual leave frm the emplyee s nrmal annual allcatin may be granted fr shrt perids f training prvided adequate ntice is given. Mbilisatin is the prcess f calling reservists int full-time service. Where an emplyee is subject t cmpulsry mbilisatin r wishes t vlunteer fr mbilisatin he r she shuld nrmally give 28 days ntice t their manager. The CCG will cmply with the relevant legislatin where ntice is nt pssible. Mbilisatin will nrmally be fr between 3 and 12 mnths. 5
7 Where an emplyee is absent frm wrk fllwing mbilisatin the service will be cnsidered cntinuus and an emplyee will nt be penalised if it cincides with their pay band gateway. This wuld be cmpleted n the emplyees return and backdated t the emplyee s nrmal incremental date. 10 FLEXIBLE WORKING EMPLOYEE S AND LINE MANAGER S RESPONSIBILTIES 10.1 Emplyee s respnsibilities the applicatin must be made in writing, stating it is being made under the statutry right t apply fr flexible wrking the applicatin must cnfirm the emplyee s relatinship t the child r adult the applicatin must set ut the emplyee s prpsal and explain in detail the reasns fr the applicatin, what effect the emplyee thinks this will have n the business and hw this may be dealt with t prvide a clear explanatin as t the circumstances giving rise t the request fr changes in wrking patterns under either the Statutry r Other eligibility criteria the applicatin must specify a start date fr the prpsed change giving reasnable time t cnsider the prpsal and implement it. This may take weeks the applicatin must state whether a previus applicatin has been made and if s the date n which it was made the applicatin must be dated Line Manager s respnsibilities T arrange a meeting with the emplyee within 28 days f receiving the applicatin t discuss the request. This meeting is nt required if the manager agrees t the terms f the applicatin and ntifies the emplyee accrdingly within 28 days f receiving the applicatin allw the emplyee t be accmpanied by a staff side representative r wrkplace clleague if they s wish ntify the emplyee f their decisin within 14 days f the date f the meeting. This ntificatin will include: either accept the request and establish a start date and any ther actin r cnfirm a cmprmise agreed at the meeting, r reject the request and set ut clear business reasns fr the rejectin tgether with ntificatin f the appeals prcess arrange t hear the emplyee s appeal within 14 days f being infrmed f the emplyee s decisin t appeal. The emplyee must be allwed t be accmpanied by a staff side representative r wrkplace clleague if they s wish ntify the emplyee f the decisin n the appeal within 14 days after the date f the meeting. The ntificatin will either: uphld the appeal, specify the agreed variatin and start date r dismiss the appeal, state the grunds fr the decisin and cntain a sufficient explanatin f the refusal. 6
8 10.3 Refusal f a Flexible Wrking Request A flexible wrking request may be refused, fr example, n ne r mre f the fllwing business related reasns (this list is nt exhaustive): Burden f additinal csts; Detrimental effect n the ability t meet custmer demand; Inability t rerganise wrk amng existing staff Inability t recruit additinal staff; Detrimental impact n quality; Detrimental impact n perfrmance; Insufficiency f wrk during the perids the applicant prpses t wrk; Planned structural changes. The reasn fr refusal must als ensure that it cmplies with the Equality Act (2010), s as nt discriminate n the grunds f sex, and als ensure cmpliance with the emplyees Parental respnsibilities/rights at wrk. 11 FLEXIBLE WORKING OPTIONS 11.1 Flexible wrking incrprates a wide variety f wrking practices that are different frm standard practice. In many cases, flexible wrking practices will be individually tailred t suit the needs f the individual and the department There are many different types f flexible wrking arrangements, which include the fllwing; hwever these examples are nt exhaustive, all f which will require agreement frm the rganisatin: part-time wrking, where a persn wrks t a pattern and number f hurs by mutual agreement jb sharing, where tw r mre peple share the respnsibilities f ne r mre full-time jb(s), dividing the hurs, duties and pay between them flexi-time, where emplyees can chse their wn start and finish time arund fixed cre hurs (but maintains the full wrking hurs within their cntract) annual hurs cntracts, where peple wrk a specific number f hurs each year, with the hurs being unevenly distributed thrughut the year flexible rstering, using perids f wrk f differing lengths within an agreed verall perid term-time wrking, where peple wrk during the schl term but nt during schl hlidays hme wrking, where peple wrk frm hme fr all r part f their hurs with a cmputer r telecmmunicatin link vluntary reduced wrking time, where peple wrk reduced hurs by agreement at a reduced salary fixed wrk patterns, where, by agreement, days ff can be irregular t enable, fr example, access by separated parents t their children and flexible rstering 7
9 11.3 Any f the abve may be agreed as part f infrmal, ad-hc r shrt term measures t cver a sudden and shrt term change in circumstances fr the emplyee (i.e. such as time needed fr servicing r repair f dmestic equipment). Whilst these will nt be subject t the full cnsideratin f this prcess, these must be agreed with the line manager and a fixed perid f time agreed, with nrmal wrking patterns resumed fllwing this perid Any ad-hc arrangements required (fr very shrt perids f time, r sudden changes in need) must be frmally apprved by the line manager, and staff are required t seek permissin befre making any ad-hc changes t their wrking patterns. This shuld be frmally recrded and the nature f the change shuld be cnsidered in terms f impact n the team, service and ability t deliver the business, as much as the individuals wn needs. Plicy Apprved by: Frmal Clinical Executive Date: 21 May 2014 Review: 3 Years Plicy Owner: Chief Operating Officer 8
10 Appendix A ANNUAL LEAVE REQUEST FORM PART A T be cmpleted by emplyee and passed t manager fr agreement Name: Department: Type f Leave Requested: Number f Days/Hurs Requested Frm: T: Office use: Date entered n recrd Annual Leave Entitlement fr the year Balance f Days/Hurs left after abve subtracted. PART B T be cmpleted by Manager, recrded n Persnal Card and returned t Emplyee Return t: Dates requested/apprved: I d/d nt agree t this leave being taken Signature: Designatin: Recrded n Persnal Card by: Date: Balance f annual leave days/hurs 9
11 Appendix B Applicatin fr Special Leave Part 1 t be cmpleted by member f staff Name: Wrk Address: Directrate: Payrll Number: (n payslip) Band: Date Emplyment cmmenced: Please indicate the type f special leave requested: Cmpassinate Leave Carer Leave Special leave fr public duties Please prvide further details f the type f leave requested: Start and end date f leave Ttal number f days taken Paid/Unpaid Further Infrmatin: Signed: Manager frward frm t payrll if leave is unpaid Date: Part 2 - t be cmpleted by line manager I certify that, t the best f my knwledge, the details utlined abve are crrect and have been agreed. Signed: Print Name: Date: Please submit a cpy f this frm t the Human Resurces team. 10
12 Appendix C: APPLICATION FORM FOR FLEXIBLE WORKING 1. Persnal Details Name Jb rle Manager Emplyee Assignment Number (n pay slip) Department 2. Eligibility Please cmplete either Sectin 2a r Sectin 2b belw, as applicable. 2a. Statutry Eligibility I wuld like t apply t wrk a flexible wrking pattern that is different t my current wrking pattern, under my legal right t request flexible wrking. I cnfirm I meet the statutry eligibility criteria as fllws: Please tick belw as apprpriate I have parental respnsibility fr the upbringing f a child under 17 years f age r a disabled child under 18. AND I am the mther, father, adpter, guardian, special guardian r fster parent f the child; r I am the spuse t, r the partner r civil partner f, the child s mther, father, adpter, guardian, special guardian r fster parent. [ ] AND I am making this request t help me care fr the child. I am, r expect t be, caring fr an adult. AND I am the spuse, partner, civil partner r relative f the adult in need f care; r I am nt the spuse, partner, civil partner r relative f that adult, but live at the same address. [ ] AND I am making this request t help me care fr the adult in need f care. I am an emplyee and have wrked cntinuusly fr the Organisatin fr the last 26 weeks I have nt made a request t wrk flexibly under the statutry right t request flexible wrking and the Organisatins Guidance fr Flexible Wrking Arrangements during the past 12 mnths. If a previus applicatin t wrk flexibly has been made, please prvide the date: 2b. Other Eligibility I wuld like t apply t wrk a flexible wrking pattern that is different t my current wrking pattern. I cnfirm: I am an emplyee and have wrked cntinuusly fr the Organisatin fr the last 26 weeks I have nt made a request t wrk flexibly under the Guidance fr Flexible Wrking Arrangements during the past 12 mnths. If a previus applicatin t wrk flexibly has been made, please prvide the date: [ ] [ ]... [ ] [ ] 11
13 If yu have indicated in Sectin 2a yu have statutry eligibility t apply fr flexible wrking, yur applicatin will be dealt with in the statutry timescales utlined within the Organisatins Guidance fr Flexible Wrking Arrangements (r these may be extended by agreement by bth parties). If yu have indicated in Sectin 2b yu have ther eligibility yur applicatin will be dealt with within the statutry timescales utlined within the Organisatins Guidance fr Flexible Wrking Arrangements, hwever the Organisatin reserves the right nt t be bund by these, and t extend these timescales within reasn. Any amendments will be put in writing t yu. 3. Current wrking pattern and prpsed flexible wrking arrangement. ALL applicants must cmplete the fllwing sectins. 3a. The reasns fr my request t wrk flexibly are as fllws (please cntinue n a separate sheet if necessary): 3b. Describe yur current wrking pattern (days/hurs/time wrked): 3c. Describe the wrking pattern yu wuld like t wrk in the future (days/hurs/times wrked): 3d. Impact f the new wrking pattern I think this change in my wrking pattern will affect my emplyer and clleagues as fllws: 3e. Accmmdating the new wrking pattern I think the effect n my emplyer and clleagues can be dealt with as fllws: 12
14 3f. I wuld like this new wrking pattern t cmmence frm: Date: I understand that if my request is agreed this will result in a permanent change t my cntract f emplyment, and I have n right in law t return t my previus wrking pattern. Signed: Name (printed): Dated: Signature f Line Manager: Fr Line Manager use nly: Date received: Please return the cmpleted frm t yur Line Manager Cut this slip ff and return it t yur emplyee in rder t cnfirm yur receipt f their applicatin Emplyer s Cnfirmatin f Receipt (t be cmpleted and returned t emplyee) T: I cnfirm that I received yur flexible wrking applicatin frm t request t change yur wrk pattern n date: Based n the assessment f yur applicatin, against the team arrangements, service and business needs:- If yur prpsed flexible wrking pattern can be easily accmmdated by the team, service and business, I will ntify yu f this, in writing, within 28 days f receiving yur applicatin; r If yur prpsed flexible wrking pattern and requires further discussin in terms f ptentially hw and whether this can be accmmdated this within the team, service and business, I will arrange a Flexible Wrking Request Meeting t discuss yur applicatin within 28 days f receiving yur applicatin. At this meeting, yu have the right t be accmpanied by a recgnised staff side representative r a wrkplace clleague f their chice. Frm (signed Line Manager): Dated: 13
Flexible Working Policy
Our HR Plicies Flexible Wrking Plicy Aim f the plicy The Kelda Grup is cmmitted t prmting flexibility in the wrkplace and believes that this flexibility can increase mtivatin, prmte wrk-life balance, wellbeing
More information3. What do you need to do to take holiday or carry forward holiday prevented by sickness absence? 6. Appendix 1 Annual Leave Entitlement 7
Hliday Plicy 1 Cntents HOLIDAY POLICY 1. What des this plicy cver? 3 2. When des this plicy apply? 3 2.1 What annual hliday are yu entitled t? 3 2.2 Hw is annual leave apprved? 3 2.3 What Public Hlidays
More informationPHILADEPHIA PROMOTING HEALTHY FAMILIES AND WORKPLACES ORDINANCE (PAID SICK LEAVE LAW)
PHILADEPHIA PROMOTING HEALTHY FAMILIES AND WORKPLACES ORDINANCE (PAID SICK LEAVE LAW) Eligibility Wrkers emplyed in Philadelphia fr at least 40 hurs in a calendar year (January 1 t December 31) will accrue
More informationAcademic and Administrative and Other Related Staff Annual Review
Academic and Administrative and Other Related Staff Annual Review Intrductin Heads f Cllege/Budget Centre (r nminated representative) have the pprtunity t cnsider and t make the fllwing recmmendatins fr
More informationUCEA/ECU Age Discrimination Working Group Guidance. Age Discrimination Legislation Guidance Note 1: Pay and Benefits A UCEA Publication
UCEA/ECU Age Discriminatin Wrking Grup Guidance Age Discriminatin Legislatin 2006 Guidance Nte 1: Pay and Benefits A UCEA Publicatin Scpe f guidance This guidance nte addresses the implicatins f the Emplyment
More informationDEPARTMENTAL STAFF: LEAVE GUIDELINES
510C:1 DEPARTMENTAL STAFF: LEAVE GUIDELINES The Department f Athletics, in cncurrence with University plicy, prvides staff members with varius types f leave. The University requires the Directr f Athletics
More informationApproval Process and Arrangements for University Consultancy Work
Apprval Prcess and Arrangements fr University Cnsultancy Wrk 1 Intrductin Cnsultancy activities can be separated int tw types: thse undertaken in City s name (University cnsultancy) and thse undertaken
More informationPolicy & Procedure Manual
Plicy & Prcedure Manual Agency Vacatin Reviewed Date HR0701 Revised Date May 12, 2014 Apprved Date December 19, 1990 Intrductin The Bard f Health believes in prviding fair and equitable benefits t all
More informationThe Company is a public company incorporated in Bermuda and its securities are listed on AIM.
(Incrprated in Bermuda Registratin N. 44512) POLICY FOR TRADING IN COMPANY SECURITIES The Cmpany is a public cmpany incrprated in Bermuda and its securities are listed n AIM. Schedule 1 t this Plicy cntains
More informationAUSTRALIAN CAPITAL TERRITORY (ACT) REGIONAL CERTIFYING BODY (RCB)
AUSTRALIAN CAPITAL TERRITORY (ACT) REGIONAL CERTIFYING BODY (RCB) APPLYING FOR RCB SUPPORT OF AN EMPLOYER NOMINATION REGIONAL SPONSORED MIGRATION SCHEME (RSMS) Skills Canberra September 2017 1 P a g e
More informationPlease note that the UK Attendance Policy is under review, the updated version will be available on 1 st January 2019
Plicy Summary UK Plicy: Attendance Please nte that the UK Attendance Plicy is under review, the updated versin will be available n 1 st January 2019 Summary: Prvides guidance t Line Managers and emplyees
More informationOFFICE OF THE PRESIDENT HUMAN RESOURCES POLICY MANUAL SECTION 11 JULY 28, 2006 REDUCTION IN FORCE GUIDELINES
Purpse A reductin in frce is an actin t reduce the number f emplyees in a wrk unit r university-wide. A reductin in frce may becme necessary due t reduced funding, rerganizatin, change in wrklad, r ablishment
More informationDisciplinary Policy. WHO is this policy for?
Disciplinary Plicy WHO is this plicy fr? Channel 4 emplyees wh ve passed their prbatinary perid Channel 4 managers This plicy des nt frm part f any emplyee s cntract f emplyment and we may amend it at
More informationPSNC Briefing on the NHS Complaints procedure (from 1 April 2009)
PSNC Briefing n the NHS Cmplaints prcedure (frm 1 April 2009) Under the prvisins f the Natinal Health Service (Pharmaceutical Services) Regulatins 2005 1 pharmacy cntractrs are required t make arrangements
More informationSubject Access Requests
Subject Access Requests The Data Prtectin Act 1998 gives rights t individuals in respect f the persnal data that rganisatins hld abut them. One f thse rights is the right t get a cpy f the infrmatin that
More informationWestern NSW LHD: Draft Time in Lieu Procedure
Newsletter: 224/2018 Date: 4 May 2018 Distributin: WNSWLHD members Cntact: Yur HSU Organiser Dear Member, Western NSW LHD: Draft Time in Lieu Prcedure Attached t this newsletter is a cpy f the LHD s draft
More informationPolicy Coversheet. Link Tutors: appointment and responsibilities
Plicy Cversheet Name f Plicy: Link Tutrs: appintment and respnsibilities Purpse f Plicy: Intended audience(s): Apprval fr this plicy given by: T utline the arrangements fr the appintment f University Link
More informationSpecial School District (SSD) Effective Date: August, Overtime
Luisiana Department f Educatin Emplyee Plicies Special Schl District (SSD) Effective Date: August, 2015 Overtime ************************************************************************ Applicability This
More informationPAID TIME OFF DEFINITION AND PURPOSE
PAID TIME OFF DEFINITION AND PURPOSE Enle Medical Center recgnizes that tday's health care wrker desires a flexible plan t allw fr time ff frm wrk. T accmplish this gal, Enle Medical Center prvides a Paid
More informationPLAN DOCUMENT TEMPORARY DISABILITY INSURANCE PROGRAM FOR LAY EMPLOYEES DIOCESE OF METUCHEN OFFICE OF HUMAN RESOURCES. Effective January 1, 2014
DIOCESE OF METUCHEN OFFICE OF HUMAN RESOURCES TEMPORARY DISABILITY INSURANCE PROGRAM FOR LAY EMPLOYEES PLAN DOCUMENT Effective January 1, 2014 (Replaces January 1, 2013 Plan Dcument) 1 CONTENTS OVERVIEW...
More informationFinancial Aid Satisfactory Academic Progress Appeal Request Spring 2019 Deadline: January 3, 2019
Financial Aid 2018-2019 Satisfactry Academic Prgress Appeal Request Spring 2019 Deadline: January 3, 2019 Is this yur first appeal? (Currently n Financial Aid Suspensin) Is this yur secnd appeal? (Appeal
More informationYou can get help from government organizations that are not connected with us
2011 Evidence f Cverage fr Medi-Pak Advantage MA (PFFS) Chapter 9: What t d if yu have a prblem r cmplaint (cverage decisins, appeals, cmplaints) BACKGROUND SECTION 1 Intrductin Sectin 1.1 What t d if
More informationEmployee Hardship Assistance Policy
Emplyee Hardship Assistance Plicy Functinal Area: Human Resurces Applies T: All Faculty and Staff Plicy Reference(s): N/A Number: TBD Date Issued: March 4, 2013 Page(s): 6 Respnsible Persn The Directr
More informationNCTJ Conflicts of Interest Policy and Procedures
NCTJ Cnflicts f Interest Plicy and Prcedures Purpse This plicy aims t draw attentin t the pssibility f cnflicts, minimise r prevent a cnflict ccurring and manage cnflicts that have arisen. Definitin f
More informationILL HEALTH INCAPACITY: MANAGEMENT GUIDELINES
ILL HEALTH INCAPACITY: MANAGEMENT GUIDELINES PURPOSE The purpse f this dcument is t prvide guidelines t line managers regarding incapacity due t ill health, and t ensure alignment with prcedures and prcesses
More informationRenewal of Manager s Certificate
Applicatin fr Renewal f Manager s Certificate Sectin 219, Sale and Supply f Alchl Act 2012 General infrmatin: Yu must renew yur manager s certificate befre it expires. Once yur manager s certificate has
More informationSuperannuation contributions tax ruling Tax deductibility of superannuation contributions
July 2011 Technical Bulletin Superannuatin cntributins tax ruling Tax deductibility f superannuatin cntributins Wh is impacted? As a result f tax ruling 2010/1 yur clients can n lnger claim a tax deductin
More informationClosing Out Award. The PI will work with ORA in obtaining the applicable resolution. Residuals
Clseut All spnsred prject awards must be frmally clsed-ut as sn as pssible after the prject end date t ensure that all expenses psted t this prject are allwable, n additinal charges are psted, all payments
More informationSPECIAL CIRCUMSTANCES REPAYMENT / REMISSION / RE-CREDIT APPLICATION
INSTRUCTIONS SPECIAL CIRCUMSTANCES REPAYMENT / REMISSION / RE-CREDIT APPLICATION Wh shuld use this frm? This frm applies t all internatinal and dmestic fee paying students and all dmestic Cmmnwealth supprted
More informationFUNDING GUIDELINES PREVENTION GRANTS FOR CULTURALLY AND LINGUISTICALLY DIVERSE COMMUNITIES
FUNDING GUIDELINES PREVENTION GRANTS FOR CULTURALLY AND LINGUISTICALLY DIVERSE COMMUNITIES CODE FOR APPLICATION COVER: CALD18 ISSUE DATE: 24 Octber 2017 PLACE FOR LODGEMENT: Please ldge yur applicatin
More informationEmployee Rights & Responsibilities Page 1 of 4 Traumatic Injury/Form CA-1
Emplyee Rights & Respnsibilities Page 1 f 4 Traumatic Injury/Frm CA-1 The Federal Emplyees Cmpensatin Act (FECA) utlines the benefits fr federal emplyees injured in the perfrmance f their duties. The Office
More informationUK Employment Law Changes in 2010: New Statutory Rates, Limits and Entitlements
February 2010 UK Emplyment Law Changes in 2010: New Statutry Rates, Limits and Entitlements BY CHRIS BRACEBRIDGE AND ANNA SANFORD At a Glance Varius changes t emplyment related cmpensatin, benefit and
More informationBournemouth Borough Council. Penalty Notice Code of Conduct - For failure to ensure regular attendance at school of a registered pupil
Burnemuth Brugh Cuncil Penalty Ntice Cde f Cnduct - Fr failure t ensure regular attendance at schl f a registered pupil Backgrund Primary respnsibility fr issuing Penalty Ntices rests with the Lcal Authrity
More informationDATA PROTECTION POLICY FOR PUPILS AND PARENTS
DATA PROTECTION POLICY FOR PUPILS AND PARENTS This Plicy is relevant t the whle schl including EYFS Cntents 1.0 Intrductin 2.0 Respnsibility fr data prtectin 3.0 Types f persnal data prcessed by the schl
More informationSteps toward Retirement
Steps tward Retirement Eligibility, Actin Steps, and Benefit Optins fr Faculty and Staff Nearing Retirement Eligibility fr Official University Retiree Status The fllwing jb types f the University are eligible
More information1. What is a Cyclic Schedule?
1. What is a Cyclic Schedule? Pre-determined rster built t the specific peratinal needs f the centre. Frecasted in advance fr a perid ranging frm 12 t 15 mnths. Operates n either fur (4) r six (6) week
More informationThis Agreement is hereby confirmed to vary Terms & Conditions of employment between The Company and you.
Salary Sacrifice Agreement Terms & Cnditins This Agreement regulates yur participatin in the Simplydriveit prgramme, which has been implemented by Pendragn Cntracts Ltd fr (cmpany name here) Under the
More informationRamsey Million Partnership
Ramsey Millin Partnership General Pints GUIDANCE FOR APPLICATIONS FOR FUNDING GENERAL GRANTS POT 2019 (i) Opening Statement Yur grant applicatin must meet the criteria as established by the Big Lcal and
More informationJOB MATCHING PROCEDURE AGAINST NATIONAL (BENCHMARK) JOB EVALUATION PROFILES
JOB MATCHING PROCEDURE AGAINST NATIONAL (BENCHMARK) JOB EVALUATION PROFILES 1. AIMS The aims f the matching prcedure are: (1) T match as many jbs as pssible t natinal evaluatin prfiles in the mst efficient
More informationTrustee Benefits. 1. Expense payments
Trustee Benefits 1. Expense payments Expenses shuld be reasnable in the cntext f a charity s assets and resurces, and prperly incurred in the furtherance f a charity s activities. They are generally always
More informationTASSAL GROUP LIMITED ABN Procedures for the Oversight and Management of Material Business Risks. (Approved by the Board 28 May 2015)
Prcedures fr the Oversight and Management f Material Business Risks TASSAL GROUP LIMITED ABN 15 106 067 270 Prcedures fr the Oversight and Management f Material Business Risks (Apprved by the Bard 28 May
More informationOverview of Statements of Investment Policies and Procedures (SIPP) Requirements
Financial Services Cmmissin f Ontari Cmmissin des services financiers de l Ontari SECTION: INDEX NO.: TITLE: APPROVED BY: PUBLISHED: Investment Guidance Ntes IGN-005 Overview f Statements f Investment
More informationBursary Policy 1 REVIEWED NOV16 NEXT REVIEWED NOV 17 1 DBA
Bursary Plicy 1 REVIEWED NOV16 NEXT REVIEWED NOV 17 1 DBA MEANS -TESTED BURSARIES General The Gvernrs f St Jseph s Cllege are cmmitted t bradening access t the Cllege by ffering t eligible parents/guardians
More informationAlternative Exam Arrangements
A Series f Fact Sheets fr Students Alternative Exam Arrangements Sme students with disability/health cnditins may require alternative arrangements t successfully cmplete their examinatins. Temprary Disability
More informationSchool Business Manager
Plicy Title: Risk Assessment Plicy Authr: Schl Business Manager Audience: Staff Reviewed by: Gvernrs Review frequency: Annual Reviewed when: Octber 2016 Risk Assessment Plicy Intrductin Nrthease Manr Schl
More informationNO LATE ENTRIES WILL BE ACCEPTED.
THE INSTITUTE OF ADMINISTRATION AND COMMERCE IAC SUMMATIVE ASSESSMENT INFORMATION T prve yur cmpetency and gain an IAC recgnized qualificatin is the final step in yur studies. T d this, yu need t successfully
More informationLatest Version 24 th November Secondment Policy. Printed copies must not be considered the definitive version
Latest Versin 24 th Nvember Secndment Plicy Printed cpies must nt be cnsidered the definitive versin DOCUMENT CONTROL Plicy Grup Crprate POLICY NO. Authr Margt Martin Versin n. 4.0 Reviewer Margt Martin
More informationInformation concerning the constitution, goals and functions of the agency, including 1 :
Annual Reprt cmpliance checklist This checklist utlines the gvernance, perfrmance, reprting cmpliance and prcedural requirements f the Financial Administratin and Audit Act 1977 and the Financial Management
More informationSirtex Medical Limited Senior Executive Short Term Incentive Policy and Procedure
Sirtex Medical Limited Senir Executive Shrt Term Incentive Plicy and Prcedure 1 Sirtex Medical Limited Shrt Term Incentive 1 Plicy 1.1 Purpse The primary purpse f the shrt term incentive (STI) is t acknwledge
More informationNational Management Group
Jb card Natinal Management Grup Natinal Management Grup This jb card utlines the rles and respnsibilities f the Natinal Management Grup (NMG) during all phases f a respnse t an Emergency Plant Pest (EPP)
More informationEnforceable Undertakings Operational Policy
Enfrceable Undertakings Operatinal Plicy Enfrceable Undertakings Operatinal Plicy. Nvember 2018 Page 1 f 13 Enfrceable Undertakings Operatinal Plicy This plicy sets ut Maritime NZ s apprach t enfrceable
More informationDeferment, Suspension and Cancellation Policy and Procedure
Deferment, Suspensin and Cancellatin Plicy and Prcedure 1. PURPOSE 2. SCOPE 3. POLICY The Cllege f Event Management establishes this plicy and prcedure t clearly define the plicy relating t student deferment,
More informationPROTECT MGMT MRC Redundancy Compensation Proposal V0.6 July 2011
PROTECT MGMT MRC Redundancy Cmpensatin Prpsal V0.6 July 2011 Issued: July 2011 Page 1 f 10 1. Backgrund / Current Psitin The purpse f this dcument is t summarise the utcme f the negtiatins undertaken as
More informationTHE BOARD OF COMMISSIONERS OF PUBLIC UTILITIES
TITLE: Capital Budget Applicatin Guidelines PAGE 1 f 11 DATE ISSUED: June 2, 2005 (Prvisinal) REVISION DATE: Octber 2007 This plicy is designed t prvide directin as t general administrative prcess utilized
More informationLapeer Conservation District
Lapeer Cnservatin District Public Summary f FOIA Prcedures and Guidelines (Adpted by actin f the Lapeer Cnservatin District Bard n Sept. 16, 2015) It is the public plicy f this state that all persns (except
More informationTERMS OF REFERENCE. Audit and Risk Committee (the "Committee") of Wilmcote Holdings Plc (the "Company")
References t the "Bard" shall mean the full Bard f Directrs. MEMBERSHIP - The Bard has reslved t establish a cmmittee f the Bard t be knwn as the Audit and Risk Cmmittee. - The Cmmittee shall cmprise at
More informationTownship. Public Summary of FOIA Procedures and Guidelines
Twnship Public Summary f FOIA Prcedures and Guidelines It is the public plicy f this state that all persns (except thse persns incarcerated in state r lcal crrectinal facilities) are entitled t full and
More informationACE Briefing: Negotiating Limits of Liability and Guidance on Professional Indemnity Cover
June 2016 ACE Briefing: Negtiating Limits f Liability and Guidance n Prfessinal Indemnity Cver 1. Part 1 - Limitatin f Liability A limitatin f liability clause is a prvisin within a cntract r agreement
More informationUSDA Forest Service Project-level Objections Process
USDA Frest Service Prject-level Objectins Prcess 36 CFR Part 218, Prject-Level Pre-decisinal Administrative Review Prcess September, 2013 What is the bjectin prcess and what happened t the appeals prcess?
More informationComplaint Outdoor & Sports Company Ltd. Vietnam
Cmplaint Outdr & Sprts Cmpany Ltd. Vietnam Status: Clsed FWF is respnsible fr setting up a cmplaints prcedure in prductin cuntries where FWF is active. The cmplaints prcedure allws third parties t make
More informationCity of Southfield Written Public Summary of FOIA Procedures and Guidelines
City f Suthfield Written Public Summary f FOIA Prcedures and Guidelines It is the public plicy f this state that all persns (except thse persns incarcerated in state r lcal crrectinal facilities) are entitled
More informationRenewing an Insurance Policy
AGENTS, BROKERS Renewing an Insurance Plicy This renewal prcedure is designed t help representatives respect their bligatins when renewing an insurance plicy. Essentially, these bligatins are spelled ut
More informationMICRO GROUP EMPLOYER DOCUMENTATION REQUIREMENTS
Seattle, Washingtn 98101 MICRO GROUP EMPLOYER DOCUMENTATION REQUIREMENTS D nt cancel any existing plicies until yu receive cnfirmatin f final rates and/r acceptance f the grup by Regence BlueShield (Regence).
More informationProducer Statements will be accepted only in accordance with this policy.
Prducer Statements Plicy This plicy has been prepared t ensure that Cuncil has clearly dcumented plicies and prcedures fr the request fr and acceptance f Prducer Statements in cnnectin with applicatins
More informationWorkers' Compensation Employee's Guide
Wrkers' Cmpensatin Emplyee's Guide Intrductin What is Wrkers' Cmpensatin? What is a Wrk-Related Injury? Wh Is Cvered by the UCSD Wrkers' Cmpensatin Prgram and When? Where D Yu Receive Initial Medical Treatment?
More informationCONSENT FOR TREATMENT
Thank yu fr chsing 2 nd Street Dental, LLC as yur dental prvider. We are cmmitted t yur treatment being successful. Please understand that payment f yur fees is cnsidered part f yur treatments. The fllwing
More informationAUDIT and ASSURANCE COMMITTEE TERMS OF REFERENCE
AUDIT and ASSURANCE COMMITTEE TERMS OF REFERENCE P U R P O S E The Cmmittee is an perating Cmmittee f the Grup Bard and is charged with the respnsibility f gaining assurance fr the Grup Bard that the rganisatin
More informationLMA GUIDANCE: GDPR CORE USES INFORMATION NOTICE
LMA GUIDANCE: GDPR CORE USES INFORMATION NOTICE FEBRUARY 2018 NOTE: This guidance and the Lndn Market Cre Uses Infrmatin Ntice will be updated when the UK Data Prtectin Bill is enacted the Bill currently
More informationControlled document This document is uncontrolled when downloaded or printed. WHHT: HR053
Special Leave Plicy Cntrlled dcument This dcument is uncntrlled when dwnladed r printed. Reference number Versin 7 Authr & Jb Title Executive Lead Apprved by/date Ratified by WHHT: HR053 Date ratified
More informationGifts & Hospitality. Effective Date Author Owner Approval Last Review Revise Date August 2017
Gifts & Hspitality Effective Date Authr Owner Apprval Last Review Revise Date August 2017 Iain Simm Jeremy Arn Miles Rberts Nvember 2011 August 2019 The Pwer f Less www.dssmith.cm Gifts and Hspitality
More informationCharter Township of Oakland 4393 Collins Road, Rochester, MI Public Summary of FOIA Procedures and Guidelines
Charter Twnship f Oakland 4393 Cllins Rad, Rchester, MI 48306 248-651-4440 Public Summary f FOIA Prcedures and Guidelines Cnsistent with the Michigan Freedm f Infrmatin Act (FOIA), Public Act 442 f 1976,
More informationSummary of Outstanding Issues Related to Collective Bargaining Between the Government of the Northwest Territories and Union of Northern Workers
Summary f Outstanding Issues Related t Cllective Bargaining Between the Gvernment f the Nrthwest Territries and Unin f Nrthern Wrkers The GNWT is cmmitted t reaching a cllective agreement that meets the
More informationBest Execution & Client Order Execution Policy. October P age 1 6. BE31/10/17 v1
Best Executin & Client Order Executin Plicy Octber 2017 BE31/10/17 v1 P age 1 6 Cntents 1. Backgrund... 3 2. Order placement... 3 3. Order executin factrs... 3 4. Order executin plicy... 3 5. Order executin
More informationYour Retirement Guide. Employees
Yur Retirement Guide Emplyees Retirement is a big step. Over the next few weeks and mnths yu ll be asked t make many imprtant decisins abut yur New Yrk Life benefits and yur financial security. This easy-t-use
More informationPolicy on Requesting Reasonable Accommodations from the Zoning Code
Plicy n Requesting Reasnable Accmmdatins frm the Zning Cde Backgrund The Americans with Disabilities Act (ADA), as amended, is a federal anti-discriminatin statute designed t remve barriers that prevent
More informationAUDIT, RISK MANAGEMENT AND COMPLIANCE COMMITTEE CHARTER
AUDIT, RISK MANAGEMENT AND COMPLIANCE COMMITTEE CHARTER August 2012 OPUS Grup Limited Audit, Risk Management and Cmpliance Cmmittee 1. GENERAL PURPOSE The primary bjective f the Audit, Risk Management
More information1.1 Introduction Completing a Probation period - appointment confirmed Extending Probation Termination Considered...
Cntents 1.1 Intrductin...1 1.2 Cmpleting a perid - appintment cnfirmed...3 1.3 Extending...5 1.4 Terminatin Cnsidered...8 Cpyright 2009 University f Cambridge Last Mdified: March 2009 Page: 1 1.1 Intrductin
More informationInternational Complaints Handling: New Procedures in Italy. To advise of new complaints handling arrangements for Italy
market bulletin Ref: Y5041 Title Purpse Type Frm Internatinal Cmplaints Handling: New Prcedures in Italy T advise f new cmplaints handling arrangements fr Italy Event Paul Brady Head f Market Cnduct Date
More informationHandling Complaints at Lloyd s: Guidance for managing agents and their representatives
Cmplaints May 2017 Llyd s cmplaints Handling Cmplaints at Llyd s: Guidance fr managing agents and their representatives This guidance nte prvides a practical prcess fr handling UK cmplaints received frm
More informationIndependent Director and Audit Committee
Independent Directr and Audit Cmmittee Rules summary The listed cmpany s bard f directrs is representing the sharehlders. They are respnsible fr making decisins n the cmpany s imprtant plicies and strategies.
More informationBody Corporate and Community Management and Other Legislation Amendment Bill April 2011
Bdy Crprate and Cmmunity Management and Other Legislatin Amendment Bill 2010 April 2011 The was passed in Queensland Parliament n 6 April 2011 and will receive Ryal Assent shrtly. Please find belw the
More informationArticle 5.2 of the Grant Agreement (GA) defines forms of costs and how they can be applied to the different budget categories.
Fact Sheet 1.1 Overview f eligible csts per budget categry This Fact Sheet shall serve the EUROfusin beneficiaries and linked third parties as a guideline. It shall neither cnstitute a legally binding
More informationSettlement agreements (Formerly compromise agreements)
FORUM LAW FACT SHEET Settlement agreements (Frmerly cmprmise agreements) Where an emplyee has ptential claims against the emplyer under the Emplyment Rights Act 1996 r ther emplyment legislatin, r where
More informationAppeal Process Overview
Appeal Prcess Overview www.ptbard.bc.ca Scpe f Appeals The Bard may hear appeals frm administrative penalties impsed n a licensee by the Registrar f Passenger Transprtatin Parties t Appeals The appellant
More informationintroducing implementing provisions on absences as a result of sickness or accident
N 92-2004 / 06.07.2004 Brussels, 28.4.2004 C(2004) 1597 COMMISSION DECISION intrducing implementing prvisins n absences as a result f sickness r accident THE COMMISSION OF THE EUROPEAN COMMUNITIES, Having
More informationCharter Township of Orion 2525 Joslyn Road, Lake Orion, MI Public Summary of FOIA Procedures and Guidelines
Charter Twnship f Orin 2525 Jslyn Rad, Lake Orin, MI 48360 Public Summary f FOIA Prcedures and Guidelines It is the public plicy f this Twnship that all persns (except thse persns incarcerated in state
More informationPrivacy Notice for Applicants and Tenants
Privacy Ntice fr Applicants and Tenants What we need Scttish Brders Husing Assciatin (SBHA) will be a "cntrller" f the persnal infrmatin that yu prvide t us thrugh yur cmpleted Husing Applicatin Frm, and
More informationTerms and Conditions 19 December 2018
Stck and Shares Lifetime ISA (Prperty Saver) Terms and Cnditins 19 December 2018 These Terms, tgether with the Applicatin Frm, frm a legal agreement between yu and us which sets ut hw the Lifetime ISA
More informationWe process personal data for some or all of the following purposes depending on our relationship with the individual data subject:
PRIVACY POLICY Our purpses fr prcessing yur persnal data We prcess persnal data fr sme r all f the fllwing purpses depending n ur relatinship with the individual data subject: T adhere with all statutry
More informationChargeable Repairs Policy
Chargeable Repairs Plicy 2016-2019 Dcument cntrl Plicy apprval GDT, February 2016 Replacing/ updating Rechargeable Repairs Plicy 2012 Next review date February 2019 Authr Grup Directr Facilities and Asset
More informationAudit Committee Charter. St Andrew s Insurance (Australia) Pty Ltd St Andrew s Life Insurance Pty Ltd St Andrew s Australia Services Pty Ltd
Audit Cmmittee Charter St Andrew s Insurance (Australia) Pty Ltd St Andrew s Life Insurance Pty Ltd St Andrew s Australia Services Pty Ltd Versin 3.0, 19 February 2018 Apprver Bard f Directrs St Andrew
More informationCOMPLAINTS POLICY ARUNSIDE PRIMARY SCHOOL. POLICY ADOPTED: 20 th JUNE 2016 THE POLICY IS TO BE REVIEWED: November 2017
COMPLAINTS POLICY ARUNSIDE PRIMARY SCHOOL POLICY ADOPTED: 20 th JUNE 2016 THE POLICY IS TO BE REVIEWED: Nvember 2017 Arunside Primary Schl Blackbridge Lane West Sussex RH12 1RR Cmplaints Plicy (Parents
More informationSt. Clair County Community College s PUBLIC SUMMARY OF FOIA PROCEDURES AND GUIDELINES
St. Clair Cunty Cmmunity Cllege s PUBLIC SUMMARY OF FOIA PROCEDURES AND GUIDELINES Cnsistent with the Michigan Freedm f Infrmatin Act (FOIA), Public Act 442 f 1976, the fllwing is the written public summary
More informationRisk Management Policy
Risk Management Plicy 1. Purpse The purpse f this plicy is t prvide clear guidelines fr the management f risk. Risk is defined as the effect f uncertainty n bjectives. 1 Risk Management is the discipline
More informationPatient Registration Form
Patient Registratin Frm Tday s Date: PATIENT INFORMATION Date f Birth: Sex: M F Hme Address: City: State: Zip: Patient Lives With: MOTHER FATHER BOTH OTHER: We are required t cllect the fllwing infrmatin
More informationand Parish Pastoral CouncilMother Teresa School Excursion Policy
and Parish Pastral CuncilMther Teresa Schl Excursin Plicy Related Plicies CEO Plicies: Child Prtectin, First Aid, Legal Respnsibilities, Sprt and Physical Activity, Safety, Sun Smart, Supervisin, Mther
More informationWV INCOME MAINTENANCE MANUAL. Specific Medicaid Requirements
INTRODUCTION The West Virginia Medicaid Prgram prvides payment fr cvered medical services t certified medical prviders fr eligible individuals wh are aged, blind r disabled and t eligible members f families
More informationREFERENCE NUMBER: PFS.PDS.115. TITLE: Patient Billing and Collections CURRENT EFFECTIVE DATE: 01/01/2018. PAGE 1 of 8 SCOPE:
PAGE 1 f 8 SCOPE: This Patient Billing and Cllectins Plicy applies t all Presbyterian Healthcare Services (Presbyterian) hspital facilities, including inpatient, utpatient, hme health care services and
More informationEXTENDED BENEFITS FOR TOTAL DISABILITY & SUCCEEDING CARRIER FOR INPATIENT ADMISSIONS
UnitedHealthcare Oxfrd Administrative Plicy EXTENDED BENEFITS FOR TOTAL DISABILITY & SUCCEEDING CARRIER FOR INPATIENT ADMISSIONS Plicy Number: ADMINISTRATIVE 149.11 T2 Effective Date: December 1, 2017
More informationAudit and Risk Management Committee Charter
Audit and Risk Management Cmmittee Charter Pivtal Systems Crpratin ("Cmpany") 1. Objectives The Audit and Risk Management Cmmittee (Cmmittee) has been established by the bard f directrs (Bard) f the Cmpany.
More information