HR Policy and Procedures. Section 2: Employing Staff: Terms & Conditions of Employment

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1 HR Policy and Procedures Section 2: Employing Staff: Terms & Conditions of Employment Republic of Ireland Rev 1.1 April 2007

2 Table of Contents EMPLOYING STAFF: TERMS AND CONDITIONS OF EMPLOYMENT... 3 CONTRACTS OF EMPLOYMENT... 4 PROBATIONARY PERIOD... 9 HOURS OF WORK... 9 ANNUAL LEAVE PUBLIC HOLIDAYS TERMINATION OF EMPLOYMENT EXIT INTERVIEWS EQUAL OPPORTUNITY POLICY LOYALTY AND CONFIDENTIALITY TRADE UNION RECOGNITION INFORMATION TECHNOLOGY PROTOCOLS EMPLOYEE RECORDS RECORD OF HOURS WORKED AND BREAKS PERSONAL DETAILS CHANGES TO TERMS AND CONDITIONS OF EMPLOYMENT OTHER LEAVE MATERNITY PROTECTION AND MATERNITY LEAVE PARENTAL LEAVE FORCE MAJEURE LEAVE CARER S LEAVE JURY SERVICE STUDY LEAVE UNPAID LEAVE/CAREER BREAKS

3 Employing Staff Terms and Conditions of Employment EMPLOYING STAFF: Terms and Conditions of Employment Job Description A job description is essentially a broad statement of the purpose, scope, duties and responsibilities attached to a job and is the basis of the contract of employment. While job descriptions vary according to job classification or type, they typically conform to a set framework. The elements of a job description include: i job title ii the place of work iii reporting relationships iv purpose or nature of the work v main tasks vi liaison and main contacts vii staff responsibilities It is the practice of the credit union to include a job description with the contract of employment issued to all new employees. The credit union reserves the right to vary or change an employee s duties and responsibilities following consultation and prior notice. The Job Description should be signed by both the Manager and employee; one copy given to the employee and one placed in the Personnel File. See Section 4: Sample Forms & Letters for a Job Description Template. See Section 5: Sample Job Descriptions for a range of sample Job Descriptions) Person Specification The person specification describes the type of person required to do the job. It includes qualifications, experience, aptitudes and personal attributes. It should comply with the Employment Equality Acts 1998 and See Section 4: Sample Forms & Letters for a blank Person Specification Template. See Section 5: Sample Job Descriptions for different Person Specifications) 3

4 Contracts of Employment The contract of employment is an agreement between the employer and the employee, it must contain the points listed below and should be signed by both the employee and the Manager. There are various types of contract of employment to suit the varying status of employees. The main types of contract in use by credit unions are: 1. Permanent Contract Full and Part Time 2. Fixed Term Contract Full and Part Time Temporary Contracts are Fixed Term Contracts, usually offered to those employed for period of less than one year. See Section 4: Sample Forms & Letters for a Sample Permanent Contract or for a Sample Fixed Term Contract) The following clauses should be covered in the contract of employment: Personal Details This must include both the name and address of the employee; the name and address of the credit union and the title of the position. 1. Start Date State the actual start date on which employment commenced. In a Fixed-Term Contract: Both the Start Date and the Finish Date must be stated. As it is a fixed-term contract of employment the provisions of the Unfair Dismissals Acts, 1977 to 2001, will not apply to the termination of this contract where such termination is by reason only of the expiry of the fixed contract. The contract may be renewed at the discretion of the credit union. If the employment is of a Temporary/Seasonal nature, it must be stated on the contract that the position is temporary. 2. Probationary Period All employees are recruited subject to a probationary period, usually of 6 months. The probationary period may be extended at the discretion of the credit union, but may not exceed eleven months. 3. Reporting structures List all reporting structures applicable to the role. 4. Payment Details State the starting salary and the frequency of payments, weekly or monthly, payable in arrears. All salary / wages are subject to the usual statutory deductions and will be paid by cheque or credit transfer. Also include details of salary review / scales if applicable. 5. Hours of Working State the hours worked during a normal working week, details of any break times, such as meal times, can be specified here. It is important to state whether breaks are paid or unpaid. Usually the lunch break is unpaid, while the morning tea/coffee break is paid. Any details regarding overtime working and/or flexible working time should be included, as should any additional payment details or time off in lieu granted by agreement with the Manager. The credit union reserves the right to alter the working hours, but any such change will be effected in consultation with the employee. 4

5 6. Annual Leave The credit union s annual leave year runs from the 1st January until the 31st December and usual paid annual leave is 20 working days per year, proportionately less for less than 12 months. Any service generated holidays should also be included here. All holiday leave must be taken within the year covering such leave and not be postponed to a further year, without the express consent of the Manager. The credit union has an obligation to ensure that the employee receives all of their annual entitlement within the leave year. When a termination of the employment contract occurs and the paid holidays already taken exceed the paid holiday entitlement on the date of termination, the credit union will deduct the excess holiday pay from termination pay. Holiday Pay is calculated at basic rate of pay, and is paid prior to the leave. No entitlement to annual leave is accrued during periods of lay-off or periods of sick leave. For part time employees, holiday entitlements are calculated on a pro-rata basis of the annual leave entitlement of permanent staff, or are calculated at 8% of hours worked in the leave year (maximum of 4 weeks). (See Section3: Sample Policies & Procedures for a sample Annual Leave Policy) 7. Public Holidays In addition to holidays, employees are entitled to the statutory public holidays as set out in the Organisation of Working Time Act Absence from Work due to Sickness In the event of absence from work because of illness, injury or other incapacity, employees who are eligible will be entitled to avail of the credit union s sick pay scheme. A medical certificate will be required for absences in excess of 2 days. The credit union reserves the right to have an employee examined by a credit union-nominated doctor. Employees will not receive sick pay for uncertified sick leave during periods designated as annual holiday or public holiday. See Section 3: Sample Policies & Procedures for a sample Sick Leave Policy, and see Section 4: Sample Forms and Letters for a Sample Return to Work Form) 9. Expense Claims Employees will be reimbursed for any out-of-pocket expenses authorised by the credit union, incurred in carrying out their duties. Claims should be submitted to the credit union on a monthly basis supported by evidence of such expenditure. 10. Pension Details Details of the credit union s pension scheme, if applicable (include any details of other benefits such as private health insurance etc.) should be listed here, in addition to any details regarding PRSA s. Note: This is an obligation. 11. Termination of Contract This clause lists details of termination. The employment contract may be terminated during the probationary period or extended period by 1 week s notice, given in writing by the credit union. Thereafter, employees will be entitled to receive notice of termination in writing in accordance with the Minimum Notice and Terms of Employment Acts, 1973 and

6 State how much notice* is required to be given by employees wishing to resign their position. Notice must be given in writing to the credit union. (*dependent on length of service). The credit union reserves the right for earlier termination than the expiry date of a Fixed-Term or Temporary Contract in the event of incompetence or poor work performance, misconduct or redundancy. There will be no notice entitlement in cases of gross misconduct. Retirement age is 65 years. There will be no exceptions to this rule. 12. Termination of employment without notice The credit union shall have the right to terminate employment without notice if the employee is substantially negligent or substantially incompetent in the performance of their duties or in carrying out any act of misconduct, which is materially prejudicial to the interests of the credit union. 13. Payment in Lieu of Notice The credit union reserves the right to provide payment in lieu of notice. 14. Job Description All duties, responsibilities and reporting relationships are set out in the Job Description, drawn up for the role, which should include the phrase you should be prepared to undertake other occasional duties that may be assigned to you by your employer from time to time. The credit union reserves the right to vary or change such duties and responsibilities following consultation and prior notice. (See Section 5: Sample Job Descriptions for a range of sample Job Descriptions) 15. Grievance Procedure The credit union has grievance procedures in operation and these will be discussed with each employee on taking up duty. (See the Sample Grievance Procedure in the Section 3: Sample Policies Section for further details). The basis of the procedure is that in the first instance, any work-related grievance should be raised with the immediate Manager, in writing. Any grievance will be discussed, where practicable, within ten days of receipt. (See Section 3: Sample Policies & Procedures for a sample Grievance Policy and Procedure) 16. Disciplinary Procedures The credit union has disciplinary procedures in operation and these will be discussed with each employee on taking up duty. (See Section 3: Sample Policies & Procedures for a sample Disciplinary Policy and Procedure) 17. Place of Work State the address of the credit union, which will be the normal place of work. However employees should be made aware that they may be required, from time to time, to work at other locations. They will be given as much notice of any change of place of work as is reasonably practicable. 18. Health & Safety at Work The credit union will take all reasonably practicable steps to ensure the Health & Safety and welfare of employees at work. All employees must familiarise themselves 6

7 with the credit union s Health & Safety policy and its Safety Statement and Fire Regulations. It is the legal duty of each individual to take care of their own Health & Safety and that of their colleagues. 19. Search All employees must be made aware that the credit union reserves the right to search their person, vehicle and property while on or while departing the credit union premises. 20. Personal Appearance Neat dress and appearance is essential at all times in the credit union given the nature of the business and interaction with customers. The credit union encourages everyone to maintain attire and personal appearance in a manner which is professional in the business environment. If employees are unclear as to what the credit union would regard as an appropriate standard of dress they should ask their Manager / Supervisor. In cases where a uniform is provided it must be worn at all times. 21. Lay Off / Short Time Provision The credit union reserves the right to lay employees off from work or reduce the working hours where, through circumstances beyond its control, it is unable to maintain staff in employment or in full-time employment. Employees will receive as much notice as is reasonably possible prior to such lay-off or short time. They will not be paid during the lay-off period, however they will be paid for hours actually worked during periods of short time. 22. Confidentiality Work with the credit union involves the handling of confidential information, material which is or could be subject to copyright and which is confidential both to the credit union and its members, clients and fellow colleagues. State the importance of keeping information pertaining to the credit union and its members confidential and any breach by employees, will be deemed to be a serious disciplinary matter. (See Section 4: Sample Forms & Letters for a Declaration of Fidelity and Secrecy, which is part of the Standard Rules for Credit Unions) 23. Use of IT systems The use of the credit union s computer system and internet access is subject to the rules set out in the credit union s I. T. Policy, which should be attached to the contract. (See Section 3: Sample Policies & Procedures for a sample I.T. Policy) 24. Fidelity Bonding It is a condition of employment with credit unions that all employees be covered by Fidelity Bonding throughout their term of employment. If at any time a condition or circumstance arises which results in the removal of Fidelity Bonding then an employee must be made aware that their employment may necessarily be terminated forthwith. 25. Equal Opportunities The credit union is an equal opportunities employer. No employee shall be discriminated against on the grounds of gender, marital status, family status, sexual 7

8 orientation, religion, age, disability, race, nationality, or membership of the Traveller community. 26. Contact read in conjunction with employment guidelines This contract should be read in conjunction with the credit union s Employment Guidelines as they both form the terms and conditions of employment. 27. Data Protection Under the Data Protection Acts 1988 and 2003, employees need to be made aware that the credit union will process such data in accordance with the acceptable data protection legislation. The credit union may from time to time process both personal data (ie any information from which the employee may be identified) and sensitive personal data (including, for example, information relating to health) in the course of administering its business and for the purpose of employment with the organisation. Employees have the right to ask for a copy of any personal data held about them and to correct any inaccuracies in such personal data. By signing the employment agreement employees are giving their consent to the processing of their personal data (including sensitive personal data) by the credit union in the manner and for the purposes set out above. 8

9 Probationary Period A probationary period should apply to all contracts of employment, covering permanent full-time, permanent part-time and those on fixed-term and temporary contracts. The length of the probationary period may vary depending upon the nature of the job and is normally set out in each individual s contract of employment. In general, the probationary period should last 6 months and may be extended at the employer s discretion, but may not exceed 11 months. The probationary period should ensure that there is ample opportunity for: The credit union to assess the performance of an employee in the job and his/her capability to do the job. The employee to fully understand his/her role and responsibilities. The first few months in a new organisation can be very confusing and a critical time for an employee. A great deal of effort is needed to help that individual learn essential tasks and adapt to the work environment and the ethos of the credit union. It is for this reason that a probationary period exists for new employees. During this period, the employee and his/her supervisor/manager should meet at agreed intervals to discuss the requirements of the job. These meetings can also be used to evaluate the employee s overall compatibility with the objectives of his/her work activity. (See Section 4: Sample Forms and Letters for a Sample Probationary Review Form) Either party may terminate employment during, or at the end of, the probationary period. An employee is required to give notice as set out in their contract of employment. If the credit union is terminating the employment, then the employee will be aware of the reasons for this, having had discussions with their supervisor/manager. If, in the case of permanent full-time or permanent part-time staff, it is necessary to extend the probationary period, this may be done for a limited period but not exceeding 11 months and with specific objectives clarified for that period. On successful completion of the probationary period, the employee should receive written confirmation of their appointment. (See Section 4: Sample Forms and Letters for a Sample Letter re: Successful Probation) Hours of Work Hours of work will vary according to the nature of the job, contract or indeed position. Breaks for lunch etc, should be noted in the contract and a time specified. The contract should also state whether breaks are paid or unpaid. The Contract of Employment should also give details of any terms and conditions relating to overtime payment and/or time in lieu. All employees should be aware, prior to taking up a paid position within the credit union, that the work may require the employee to work unsociable hours from time to time, and if applicable that the employee will be compensated for this work. (See Section 3: Sample Policies & Procedures for a Sample Overtime/Time Off in Lieu Policy) 9

10 Annual Leave All employees, irrespective of status or length of service, qualify for paid annual leave based on the hours they work. Each employee should have a designated number of annual leave days noted in his/her contract, remembering that holidays are based on hours physically worked. These should exclude public holidays. Part-time employees holiday entitlements are calculated on a pro-rata basis, based on the annual leave entitlements of permanent employees, or calculated at 8% of hours worked in the leave year (maximum of 4 weeks). Should an employee join or leave employment during the leave year, entitlement should be calculated on a pro-rata basis. Annual leave may not (without prior permission) be accumulated and carried over. It must be taken within the year it is earned. Annual leave may be bought back only in exceptional situations or at the termination of a contract. Annual leave may only be taken after consultation with the employee s Manager. Holidays should be applied for in writing and signed off by both parties. (See Section 4: Sample Forms and Letters for an Annual Leave Request Form) An employee is entitled to an unbroken period of two weeks holidays if he/she has worked for eight continuous months. Holiday Pay is calculated at basic rate of pay, and is paid prior to the leave. No entitlement to annual leave is accrued during periods of lay-off. Public Holidays All full-time employees are automatically entitled to public holiday benefit. Part time/casual employees who have worked at least 40 hours in the 5 weeks ending on the day before the public holiday are also entitled to public holiday benefit. There are nine public holidays: New Year s Day (1st January) St. Patrick s Day (17th March) Easter Monday First Monday in May First Monday in June First Monday in August Last Monday in October Christmas Day (25th December) St. Stephen s Day (26th December) (Good Friday and Christmas Eve are not public holidays) If a public holiday falls on a Saturday or Sunday, and if the next available weekday (Monday) is not suitable to be used as a substitute, then the credit union should allocate a day off within a month. If there is a requirement to work on a public holiday, then the employee should be compensated with one of the following: - A paid day off within 1 month or - An extra day s annual leave or - An extra day s pay Employees on maternity and adoptive leave maintain their public holiday entitlement for the duration of their statutory absence. 10

11 Termination of Employment An employee may terminate the contract of employment at any time by giving statutory notice in writing; unless the notice period is otherwise defined in the contract of employment. The contract of employment may be terminated during the probationary period or extended probationary period by giving an agreed number of days notice expiring on or before the end of either such period. Thereafter, an employee will be entitled to receive notice of termination in writing, in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to The period of notice will vary depending upon the employee s length of service. Termination can be for reasons of incompetence or poor work performance, misconduct, incapacity or redundancy. Notice to the employee must be at least: 13 weeks 2 years 1 week 2 years 5 years 2 weeks 5 years 10 years 4 weeks 10 years 15 years 6 weeks 15 years or more 8 weeks Longer periods of notice may be specified if so desired. As with other contracts an employee who has longer than 13 weeks service and who wishes to terminate his/her contract of employment must give at least 1 week s notice. The Act doesn t require longer notice periods for longer periods of service. The employer has the right to terminate employment without notice or pay in lieu of notice if an employee is substantially negligent or substantially incompetent in the performance of his/her duties or carries out any act of misconduct which is materially prejudicial to the interests of the organisation. In the case of employees on fixed-term contracts, the credit union reserves the right to terminate employment prior to the expiry of the fixed-term in the event of incompetence or poor work performance, misconduct, incapacity or redundancy. The employee will be entitled to receive notice of such termination in writing from the credit union in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to All dismissals should be carried out in accordance with the provisions of the credit union s Disciplinary Procedure, a copy of which should be either attached to an employee s contract or issued to the employee on taking up duty. Exit Interviews When an employee leaves, they should be interviewed regarding their view of the organisation and how it could be improved. They should be asked about issues or conditions that would have encouraged them to stay, however unpleasant that may be for management. It is crucial, both from a managerial point of view and in terms of succession planning, to build a profile of departures from the credit union. Staff turnover should be analysed in detail. Does one group dominate? For example, females, young employees, experienced people, members of a particular team or department? If so, this may indicate a more serious problem, e.g. a manager with poor people skills. Suggestions to Interviewer: Explain reason for interview to assist the credit union to understand what employees think and so lead to possible improvements 11

12 Assure that critical or personal comments will remain confidential, but general notes will be taken, because the credit union regards these interviews as important and wishes to make improvements where possible Conduct the interview using the sub-headings in the Exit Interview Form to help direct discussion Interviews should flow informally rather than an obvious attempt to get answers to a number of set questions Cover all items on the form, in any order, and explore unusual responses (See Section 4: Sample Forms and Letters for a Sample Exit Interview Form) Equal Opportunity Policy (See Section 3: Sample Policies & Procedures for a Sample Equal Opportunities Policy) Loyalty and Confidentiality The requirement of loyalty and confidentiality is fundamental to credit union work. All employees are required to comply with all the credit union regulations in this regard. Employees are expected to use their best endeavours to promote the interests of the credit union and will not, for the duration of appointment, be engaged, either directly or indirectly, in any business or activity which is in competition with or inconsistent with their obligations to the credit union. A Confidentiality Clause should be inserted in all contracts. All employees should complete a Fidelity and Secrecy Declaration. (See Section 4: Sample Forms and Letters for a Fidelity and Secrecy Declaration Form, which is also contained in the Standard Rules for Credit Unions) Trade Union Recognition The credit union respects the right of each employee to be a member of a trade union, and will negotiate with the employee s union in connection with matters of concern to the employee. Where possible the credit union will only negotiate with a particular trade union which is predominantly representative of the employees in a particular work place. Information Technology Protocols There are two issues of importance relating to information technology (I.T.) which need to be clarified for both employees and members. A. Information technology purchased and used by the credit union for administration and development work is to be used for credit union business only, unless prior permission has been given by the Manager for other use. B. Use of Internet or for personal entertainment or personal information seeking is prohibited without prior permission from the Manager. Breach of this policy may lead to disciplinary procedures up to and including dismissal. (See Section 3: Sample Policies & Procedures for a Sample IT Policy) Employee Records The employer is obliged to keep securely all information relating to each employee. A personnel file should be prepared for each employee. It is advisable that an employee record form is kept and where possible a curriculum vitae. All 12

13 correspondence between the employer and the employee should be held in this secure file. An employee is entitled to review the contents of their personnel file. (See Section 4: Sample Forms and Letters for a Sample Employee Record Form, which can also be found in the Sample Forms Section) Record of Hours Worked and Breaks The employer is also obliged to record hours worked by all employees, to comply with the Organisation of Working Time (Records) (Prescribed Form and Exemptions) Regulations, A Form (OWT1) must be used where the employer does not have an electronic method of recording hours worked. (See Section 4: Sample Forms and Letters for Form OWT1) Personal Details All employees are required to notify their manager, in writing, of any relevant changes in their personal circumstances e.g. change of address; telephone number; account details etc. (See Section 4: Sample Forms and Letters for a Sample Employee Record Form) Changes to Terms and Conditions of Employment The credit union reserves the right to make reasonable variations to an employee s terms and conditions of employment, giving at least one month's notification, with changes issued in writing. Any such variation will henceforth form part of the contract of employment. 13

14 OTHER LEAVE Maternity Protection and Maternity Leave The Maternity Protection Act 1994 covers all female employees who are pregnant, who have recently given birth or who are breast-feeding, also male employees on the death of the mother following the birth of the child. The Act covers fulltime, parttime and temporary employees and it gives them certain legal rights, the main ones being: The right to 26 weeks maternity leave The right to up to 16 weeks additional unpaid leave The right to return to work The right to take time off without loss of pay to attend ante-natal and post-natal care medical appointments The right to protection of their job during the above leave periods The right not to be dismissed for any pregnancy related reason, from the beginning of pregnancy until the end of maternity leave Under the Act, employees are not entitled to pay from the employer for the 26 weeks maternity leave. An employee may claim social welfare maternity benefit for the duration of her maternity leave, provided that she has the necessary PRSI contributions. No social welfare is payable during the sixteen (16) weeks additional maternity leave. Female employees on fixed-term contracts are covered until the expiry of their contract. Any leave entitlements or benefits cease on the last day of employment. All rights under the Act are subject to employees following the notification procedures. A pregnant employee is entitled to take 26 consecutive weeks maternity leave provided notice is given in writing at least 4 weeks before the expected date of birth, together with a medical certificate establishing the fact of pregnancy and specifying the expected week of birth. The exact dates of this leave can be chosen by the employee but they must cover the 2 weeks before and the 4 weeks after birth. In practice, many employees take at least 24 weeks after the birth. If an employee wishes to take up the right to the 16 weeks additional unpaid leave, she must inform the credit union in writing of her intention to do so. While this notification can be given at the same time as that relating to her intention to take maternity leave, it must be given no later than 4 weeks before the end of her maternity leave. This leave must be taken immediately after maternity leave. While on this leave the employee must notify the employer in writing, at least 4 weeks before the expected return to work date, that she intend to return to work and indicate the expected date of return. Strict compliance with these notification requirements is essential. (See Section 3: Sample Policies & Procedures for a Maternity Leave Policy See Section 4: Sample Forms and Letters for a Maternity Leave Checklist) Parental Leave An employee who is a natural or adoptive parent of a child shall be entitled to Parental Leave. Each parent is entitled to 14 weeks unpaid parental leave for each child; the leave however is non-transferable. This leave must be taken before the child reaches eight (8) years of age, except, in certain circumstances, in the case of an adopted child. If a child is under three years at the time of the adoption, the leave must be taken before the child reaches 8 years 14

15 of age. However, if the child is aged between three and eight years at the time of the adoption, the leave must be taken within two years of the Adoption Order. An employee must have at least one year s continuous service with the employer before being entitled to take parental leave. However, where the employee has more than three months but less than one year s service, and where the child is approaching the age threshold, the employee will be entitled to one week s leave for every month of continuous employment completed with the employer. The method for taking such leave is at the discretion of the credit union. Parental Leave must be applied for in writing six weeks prior to the required start date of the intended leave. In cases where the taking of Parental Leave at the time specified in the notice to the employer would have a substantial adverse effect on the operation of the business, the employer may, by notice in writing given to the employee not later than 4 weeks prior to the intended commencement of the leave, postpone the start of the leave to such time not later than 6 months after the date of commencement specified in the notice. The commencement of Parental Leave in respect of a particular child may not be postponed more than once. Employees must be made aware that Parental Leave is unpaid. (See Section 3: Sample Policies & Procedures for a Sample Parental Leave Policy See Section 4: Sample Forms and Letters for Notice to Employer Form and for Confirmation of Leave form) Force Majeure Leave Force Majeure Leave is provided for in Section 13 of the Parental Leave Act, 1998, and the Parental Leave (Notice of Force Majeure Leave) Regulations, S.I. No. 454/98, which came into operation on 3rd December, Force majeure is a legal term meaning that some important and critical event has taken place, thereby releasing a party directly affected from its legal obligations in a particular matter that would otherwise have applied. This Section of the Act entitles an employee to paid time off, where for urgent family reasons, owing to the injury or illness of an immediate family member, the immediate presence of an employee at the place where the person is, is indispensable. Under these circumstances, the employee is entitled to paid leave of up to 3 days in any 12 consecutive months, or 5 days in any 36 consecutive months. Part-days shall be regard as full days for the purposes of the maximum number of days one can take. The immediate family members covered by the Act include: A child/adoptive child of the employee A spouse or person with whom an employee is living as husband and wife A person to whom the employee is in loco parentis A brother or sister of the employee A parent or grandparent of the employee (See Section 4: Sample Forms and Letters for Notice of Force Majeure Leave form) Carer s Leave The Carer s Leave Act 2001 entitles an employee with one year s continuous service to apply for a period of Carer s Leave up to 104 weeks in order to provide full-time 15

16 care and attention to a relevant person. Employees may be entitled to carer s benefit depending on PRSI contributions. Employees must be made aware that Carers Leave is unpaid. (See Section 4: Sample Forms and Letters for Carers Leave Request form) Jury Service The Juries Act 1976 provides that a person in employment is entitled to be released from work for jury service. Where an employee is called for jury service or to act as a State Witness, leave with pay will be given on production of the Jury/State Witness notice and evidence of attendance which is obtainable from the Court. However, during the period of obligation to the Court for Jury Service, an employee will be expected to attend work when he/she is not assigned to a case. Study Leave The credit union recognises that on occasion members of staff may need either study leave or examination leave. The credit union s policy is that if the credit union has requested a staff member to undertake a particular training or education, and there is an examination requirement to fulfil the course, one day s leave prior to each examination can be given without recourse to annual leave. Similarly, if the examination takes place during working hours the member of staff is entitled to take this time without it affecting leave entitlement. In cases where the training or course of studies being pursued is of the volition of the member of staff with no support from the credit union, study and examination leave is at the discretion of the manager or chairperson of the credit union. Unpaid Leave/Career Breaks See Section 3: Sample Policies & Procedures for a Sample Policy on Unpaid Leave/Career Breaks 16