Policy This policy applies in the following circumstances where it is impossible or dangerous to travel to work:
• Adverse weather which is extreme in nature, such as heavy snow • Transport network issues caused by industrial action • Major incidents which affect travel and/or public safety In such circumstances, Compassionate Care Team Ltd may choose to take a flexible approach to working arrangements.
In circumstances where adverse weather which affects schools and nurseries leading to closures or the unavailability of childcare, employees may have a right to reasonable time off without pay to care for a dependant. For further details, employees should read the Statutory Time Off Policy and Procedure.
This policy does not form any part of an employee's contract of employment and may be amended at any time.
This policy applies to all employees. It does not apply to agency workers, consultants or self-employed contractors.
This policy should be read alongside the Business Continuity Policy and Procedure and the Adverse Weather Policy and Procedure.
Any data collected as part of this policy will be processed in accordance with current Data Protection legislation, the Privacy Notice issued to staff and the Data Security and Data Retention Policy and Procedure.
Procedure Employees should make all reasonable attempts to attend work. This may involve leaving extra time for the journey or travelling on foot or by bicycle when the conditions allow.
However, Compassionate Care Team Ltd recognises there are times where it will not be possible to do so due to there being a risk to the employee's health and safety. This is very much a judgement call for the employee concerned and they should consider any travel warnings imposed in conjunction with assessing the travelling conditions.
Should the employee consider that it would not be possible to travel to work due to extreme conditions, they should telephone Miss Naomi Bennett immediately and before the scheduled start time of the employee's shift, unless it has not been possible to do so, in which case the employee should telephone as soon as is reasonably practicable.
Employees should ensure they keep the conditions under review and should there be any improvement in those conditions, such as to allow them to travel to work, they should telephone Miss Naomi Bennett to advise of this improvement and should attend their workplace unless told not to do so.
Information on travel conditions may be available on local television news and/or radio, from the police and/or on the internet.
Any employee who fails to make contact with Miss Naomi Bennett and/or fails to make reasonable efforts to attend their place of work may be subject to disciplinary proceedings for misconduct under the Discipline Policy and Procedure. When considering what action might be taken against the employee, Compassionate Care Team Ltd will take into account travel distance from their home to workplace, public transport links and efforts made by other employees travelling from the same or a similar area. If Compassionate Care Team Ltd is left with no option but to close an employee's workplace, the organisation will make all reasonable efforts to contact all affected employees to advise them of this in advance of their normal starting time if possible.
Compassionate Care Team Ltd may require employees to perform work from home if possible or from another place of work. The Registered Manager or the employee's Line Manager will contact the employee to advise them of the alternative arrangements that have been put in place. Employees will receive their normal pay if alternative working arrangements are put in place.
Employees who are able to work may sometimes be expected to carry out additional or varied duties during such periods. However, employees should not be required to do anything they cannot do competently or safely.
Employees who arrive late to work or leave early will normally be expected to make up any lost time. Compassionate Care Team Ltd may choose to exercise its discretion to waive this requirement taking into account all of the circumstances. An example of this may be where an employee arrives late, but their manager is satisfied that there was a genuine attempt on the employee's part to arrive on time.
Where half or more of the employee's normal working day is missed by arriving late or finishing early, the employee will be treated as being absent for that day.
When considering whether to allow an employee to leave early, the employee's manager will have regard to the needs of Compassionate Care Team Ltd weighed against the employee's individual circumstances.
Subject to compliance with the notification provisions above, an absence under this policy will be treated as an authorised absence. Employees who are absent from work under this policy are not entitled to receive payment for authorised absence unless the absence is caused by Compassionate Care Team Ltd making the decision to close the workplace.
The employee should discuss with their manager as to whether there is an option to treat the absence as annual leave or other paid leave or to enable the employee to work additional hours to cover the time lost.
All staff should be aware that continuity of care is absolutely essential for all Service Users. Compassionate Care Team Ltd therefore anticipates that workplace closures will be avoided at all costs. In the event that workplace closures are necessary, Compassionate Care Team Ltd will take all steps reasonably possible to make use of other resources and external partners to ensure continuity of care. Staff are expected to make every effort to support Compassionate Care Team Ltd in this regard. 5.11 It is rare that instances of adverse weather happen without prior warning. In the event that adverse weather is forecast which may result in disruption, Compassionate Care Team Ltd will work with staff to put a plan in place to deal with the specific circumstances and to ensure duties to Service Users are maintained.