SF PV Company Handbook.doc

Sickness/Injury Payments and Conditions

A) NOTIFICATION OF INCAPACITY FOR WORK

1) You must notify your Line Manager by telephone on the first day of incapacity at the earliest possible opportunity and by no later than 10am on the first day of absence and, in addition, send an email to company@millers1893.com so that all Directors are informed. If you are unable to telephone your Line Manager personally, a relative or friend of the employee should make contact on their behalf. In the event that the Line Manager is unavailable, the employee should ensure that a voicemail message is left for the purpose of a call back and email company@millers1893.com as before. When reporting absence, employees will be required to provide the reason for the absence, an estimate of the length of absence, a preferred contact telephone number and details of any urgent work which requires attention. Employees are requested to contact their Line Manager with updates on their health while they remain absent, and particularly to notify them of any change to their expected return to work date. 2) You should try to give some indication of your expected return date and notify us as soon as possible if this date changes. The notification procedures should be followed on each day of absence unless you are covered by a medical certificate.

3) If your incapacity extends to more than seven calendar days you are required to notify us of your continued incapacity once a week thereafter, unless otherwise agreed.

B) EVIDENCE OF INCAPACITY

1) Medical certificates are not issued for short-term incapacity. In these cases of incapacity (up to and including seven calendar days) you must sign a self-certification absence form on your return to work.

2) If your sickness has been (or you know that it will be) for longer than seven days (whether or not they are working days) you should see your doctor and make sure he/she gives you a medical certificate and forward this to us without delay. Subsequently you must supply us with consecutive medical certificates to cover the whole of your absence.

C) ABSENCE IN RELATION TO DISABILITY AND IMPAIRMENTS

If an employee has a disability or impairment which impacts on their attendance at work, the Company will consider any reasonable adjustments which could be made to minimise absenteeism or, where appropriate, assist with their return to work. Absence related to disability and impairments will be managed by the Company in accordance with current legislation and associated Codes of Practice.

D) PAYMENTS

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