Further information can be found in our HR04 Special Leave Policy, this includes:
This form of leave covers all colleagues.
The definition of a dependant is the child, partner or parent of the colleague, someone else who lives with the colleague as a member of their family, or someone who relies on the colleague in an emergency. Managers should interpret this flexibly to include others with a close relationship to a colleague.
The period of paid leave will vary depending upon individual circumstances but will normally be limited to a colleague’s weekly contractual hours in a 12 month period (April to March- in line with the financial year) (a colleague contracted to 24 hours a week can be granted a maximum of 24 hours carers leave within the 12 month period).
In exceptional circumstances further carers leave maybe granted up to a maximum of their weekly contractual hours but this must be discussed and approved by the Senior Lead.
If the decision is to refuse carers leave, then other alternatives (e.g. annual leave, time owing, unpaid leave) should be discussed and agreed with the member of staff concerned, to enable them to take time off. If the leave is refused staff should be informed for the reason of this in writing.
Colleagues who feel they have been unreasonably refused paid carers leave, or feel they have been victimised for taking it should firstly raise this with their manager. They are entitled to a written explanation for refusal of such time off and if they are dissatisfied should use the Trust’s Resolution Procedure (HR41).
This is to support staff in a compassionate way when:
- A dependent dies
- To make funeral arrangements.
- To attend a funeral.
he period of leave will vary depending upon individual circumstances but will normally be limited to a maximum of one working week (pro-rata for part time) paid leave.
In exceptional circumstance this may be extended following further discussion with the line manager up to a maximum of a further working week (pro-rata for part time) paid leave maybe granted.
Managers should agree to appropriate time off with colleagues to enable them to attend medical/dental appointments. Colleagues maybe required to provide proof of their appointment and should give reasonable notice beforehand. Where possible, colleagues should plan their appointments at the beginning or end of their working day.
If it has been agreed that it is beneficial fora colleague to attend Staff Support Services/Counselling Services then appropriate time off should be given.
If a colleague has a condition which is covered by the Equality Act, the appropriate time off will be given for medical appointments. Managers should refer to the HR27: Supporting Staff with mental or physical disabilities policy if appropriate.
The Trust recognises the importance of the training undertaken by Reservists that enables them to develop skills and abilities that are of benefit to their respective Reserve Force, the individual and the Trust. Line Managers will facilitate work rosters where possible to allow attendance at annual training and other training commitments (e.g. weekly or weekend training sessions) unless there are exceptional circumstances.
Reservist Colleagues should give as much notice as possible of training commitments to allow appropriate planning. Permission once given will not be rescinded unless there are exceptional circumstances due to service need.
Colleagues who, with the consent of the Trust, volunteer for service with Reserve or Cadet Forces, or who at the time of their appointment declare their membe
A colleague who is summoned to attend for jury service will be given paid time off for that purpose. The colleague will be required to provide a copy of the letter.
Following discussion with the line manager five days leave per year will be granted to a colleague to enable them to perform the duties of a public office or to be a member of a public body. Examples of public duties include: a local councillor or a school governor
Time off with pay will be given to attend interviews for other positions within the NHS. (Managers should request proof of interview).
The length of time will depend on the location of the interview.
Time off for interviews with other employers will usually be from annual leave entitlement, except in times of Organisational Change were an individual may be at risk of redundancy and there is a requirement for them to attend redeployment interviews/discussions. In this situation paid time off to attend interviews will be given.
he Trust is committed to supporting, enabling and celebrating colleagues who wish to volunteer. Volunteering can be defined as spending time, unpaid, doing something that aims to benefit the environment or someone (individual or group) who you are not closely relatedto. To support this colleague’s can request a period of volunteering leave.
Written proof must be provided and verified by the line manager before leave for volunteering purposes can be granted. The proof must be submitted from a relevant contact in relation to the volunteering activity and must confirm the volunteering activity, and the period of time required for the activity.
Following discussion and agreement with the line manager a period of up to a maximum of five days paid leave per year can be granted. However, the amount of leave granted must be equally matched by the colleague with annual leave. (e.g. a colleague requires six days for volunteering purposes; three days should be recorded as annual leave and the Trust will match their equal commitment with three days paid leave).