Staff Handbook - Policies and Procedures

cases where the desired working pattern will involve a drop in salary; and any effects it will have on the business and how these might be accommodated. We will consider your application in a reasonable manner and inform you of our decision and, if necessary, allow you to make an appeal about the decision, within three months of receiving the initial application. We may ask you to attend a meeting to discuss your application or appeal. You can if you wish, bring a work colleague to accompany you to the meeting. We are allowed to refuse your application if we consider that one or more of the following grounds apply: 1. the burden of additional costs; 2. detrimental effect on ability to meet customer demand; 3. inability to re-organise work among existing staff; 4. inability to recruit additional staff; 5. detrimental impact on quality; 6. detrimental impact on performance; 7. insufficiency of work during the periods you propose to work; 8. planned structural changes. We will inform you of our decision in writing. If you are unhappy about our decision you can make an appeal. You should make your appeal in writing within 14 days of receiving our decision. If you fail to attend a first meeting to discuss your application, or an appeal against our decision, or any further meeting arranged, without good reason, your application will be considered to have been withdrawn. You may also have a right to pursue the application further at an Employment Tribunal in some circumstances. In summary The law gives you a legal right to ask us to vary your contract to allow flexible working. If you want to do this you can follow the procedure explained above. However as an equal opportunities employer we are very much aware of the need to be flexible when circumstances require it and particularly where childcare obligations affect our staff. We will always try to work with you so that you are able to perform your job and your family obligations as efficiently as possible. There may be many situations where a permanent change to your work pattern is unnecessary but a flexible attitude to working arrangements will help you. We always like to encourage our staff to liaise with us if problems arise and of course if you feel that you have not been fairly treated we have a grievance procedure to enable problems to be resolved. Signed

Mr C J Sedgeman, Managing Director

Family Friendly Policy: 24-06-24

Registered Office: Unit 2A Longrock Industrial Estate, Penzance, Cornwall. TR20 8HX Company Reg. No. 04124350 VAT Reg. No. 684598666 UTR No. 24386 09541