Welcome to Yazaroo Limited we are delighted you have chosen to join our team. We wish all new starters an enjoyable and rewarding career with Yazaroo.
Use of the Employee Handbook
The Employee Handbook is designed to provide you with information about Yazaroo Limited and details of your employment. The Employee Handbook also contains the policies, procedures and rules which the organisation had adopted and you are expected to follow as a member of the Yazaroo team. A number of the policies, procedures and rules included in the Employee Handbook are referred to in your contract of employment. Some form part of your contract of employment with Yazaroo Ltd and some do not. The Employee Handbook specifies which policies, procedures and rules are incorporated into your contract of employment. It is important to read the Employee Handbook carefully. If you have any questions about its contents please raise them with the Office Manager.
The Employee Handbook will be updated as and when changes occur.
About Yazaroo Limited
Yazaroo is a design-led creative agency established in 2015 with support from The Prince’s Trust. We break new ground for ambitious brands, through brave design and visionary content.
Equal Opportunities Statement
Yazaroo Ltd is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of services. Our aim is that our staff are truly representative of all sections of society and work in an environment where everyone is respected and able to perform to the best of their ability. Our policy is to provide equality and fairness for all in our employment and in our provision of services and not to discriminate on the grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age.
Yazaroo opposes all forms of unlawful and unfair discrimination. It is our policy to provide a suitable environment for people with disabilities. All reasonable facilities will be provided for staff and volunteers with disabilitioes to perform their roles without difficulty or disadvantage.
The Company will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender/gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, or sexual orientation whether in the field of recruitment, terms and conditions of employment, career progression, training, transfer or dismissal.
It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these concepts, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, customers, suppliers or any other personal associated with the Company.
In adopting these principles Yazaroo Ltd:
- Will not tolerate acts that breach this policy and all such breaches or alleged breaches will be takebn seriously, be fully investigated and may be subject to disciplinary action where appropriate.
- Fully recognises its legal obligations under all relevant legislation and codes of practice
- Will allow staff to pursue any matter through the internal procedures which they believe had exposed them to inequitable treatment within the scope of this policy. If you need to access these procedures they can be obtained from your line manager e.g. Grievance Procedure, etc.
- Will ensure that all managers understand and maintain their responsibilities and those of their team under this policy.
- Will offer opportunities for flexible working patterns, wherever operationally feasible to help employees to combine a career with their domestic responsibilities.
- Will provide equal opportunity to all who apply for vacancies through open competition.
- Will select candidates only on the basis of their ability to carry out the job, using a clear and open process.
- Will provide all employees with the training and development that they need to carry out their job effectively.
- Will provide all reasonable assistance to employees who are or who become disables, making reasonable adjustments wherever possible to provide continued employment. We will ensure an appropriate risk assessment is carried out and that appropriate specialist advice is obtained when necessary.
- Will distribute and publicise this policy statemen throughout the Company.
Dignity at Work
The Company believes that the working environment should at all times be supportive of the dignity and respect of individuals. If a complaint of harassment is brought to the attention of management, it will be investigated promptly and appropriate action will be taken.
What and How of Harassment
Harassment can be defined as conduct which is unwanted and offensive and affects the dignity of an individual or group of individuals.
Sexual harassment is defined as "unwanted conduct of a sexual nature, or other conduct based on sex, affecting the dignity of women and men at work". This can include unwelcome physical, verbal or non-verbal conduct.
- race, ethnic origin, nationality or skin colour
- sex or sexual orientation
- religious or political convictions
- willingness to challenge harassment, leading to victimisation
- disabilities, sensory impairments or learning difficulties
- status as ex-offenders
- age
- real or suspected infection with a blood borne virus (eg AIDS/HIV)
- membership of a trade union or activities associated with membership
People can be subject to harassment on a wide variety of grounds including;
- physical contact ranging from touching to serious assault
- verbal and written harassment through jokes, offensive language, gossip and slander, sectarian songs, letters and so on
- visual display of posters, graffiti, obscene gestures, flags and emblems
- isolation or non-cooperation at work, exclusion from social activities
- coercion ranging from pressure for sexual favours to pressure to participate in political/religious groups
- intrusion by pestering, spying, following someone
- bullying
- real or suspected infection with a blood borne virus (eg AIDS/HIV)
- membership of a trade union or activities associated with membership
If you feel you are being harassed you are strongly encouraged to seek early advice/support from your line manager. If you feel your line manager is harassing you, then you should contact his/her immediate line manager.
You should also keep a written record detailing the incidents of harassment any any requests made to the harasser to stop. This written record should be made as soon as possible after the events giving rise to concern and should include dates, times, places and the circumstances of what happened.
Yazaroo Ltd has a formal procedure for dealing with these issues which you can obtain from your line manager.
Joining Yazaroo Ltd
Probationary Period
On joining Yazaroo Ltd you will serve a 3 month probationary period. During this time you will be thinking about whether you wish to remain working with us. Your line manager, at the same time, will be assessing your suitability for your role.
If you do not reach the standards required by Yazaroo Ltd your employment may be terminated at any time during the probationary period with one week's notice. Yazaroo Ltd reserves the right to extend the probationary period where required.
The ACAS Code on Discipline, Dismissal and Grievance Procedures do not apply during the probationary period.
Induction
We are keen that you have every assistance to help you settle into your role quickly. Your induction programme sets out what to expect on your first day and the induction process we will follow. You will meet your colleagues and you will receive information on Yazaroo Ltd, your terms and conditions of employment, policies, procedures, health and safety.
If there is anything you need to know about Yazaroo Ltd or what is required of you in your role, please ask your line manager.
Changes to Personal Details
To help us to assist you, especially in cases of emergency, it is essential that all information on your personnel records is complete, correct and up to date. Please update your line manager with any changes/updates to your personal details. Your personal information is confidential and will not be released to outside sources with our prior authorisation.
Criminal Records Checks
Certain employees of Yazaroo Ltd may be required to undergo a criminal records office check. This is inly in very special circumstances where your employment with us means you are likely to come into contact with children or vulnerable adults (or certain other particular circumstances). Should this be the case, we will discuss the situation with you prior to confirming your appointment (or relevant change to your job).
Pay
Payment of salaries
Salaries are paid on the 25th of each calendar month by BACS transfer. And individual payslip showing gross pay, fixed and variable deductions are net pay will be given to you each month. Your starting salary is that stated in your contract of employment. We will let you know of any subsequent changes to your salary which is normally reviewed annually.
Deductions from salaries
Yazaroo Ltd will make any deductions from your pay as required by law or as authorised by you in writing. In addition Yazaroo Ltd reserves the right to make salary adjustments to your pay where an overpayment has been made or in cases of malicious damage which result in dismissal.
Pensions
The Company will contribute into your personal pension scheme with the Company's chosen pension provide to the extent required by law.
Hours of Work
Your normal hours are those set out in your contract of employment. However, some flexibility is required and you are also subject to working other hours as may be reasonably necessary for the proper performance of your duties. You may choose to opt out of the maximum weekly working time restriction of 48 hours per week that is imposed by the Working Time Regulations 1998 by completing an Opt-Out Agreement. You may withdraw your agreement to this by giving the Company three month's notice in writing.
TOIL(Time off in lieu)
Where employees are authorised to work on behalf of Yazaroo Ltd in additional to contractual hours, time off in lieu (TOIL) will be allowed. All work carried on outside of normal contractual hours must be authorised in advance. Where TOIL is accrued, compensating time off should be taken as soon as possible in order to avoid build up.
Holidays
Holiday Entitlement
Your holiday entitlement is outlined in your Contract of Employment. In addition, you are entitled to United Kingdom bank holidays although you may occasionally be required to work some bank holidays with the exception of Christmas Day and New Year's Day. In this event you will be entitled to take another day as holiday. The Company's holiday year runs between 1st January and 31st December. If your employment starts or finishes part way through the holiday year, your holiday entitlement during that year shall be calculated on a pro-rata basis round up to the nearest half day.
The Company reserves the right to fix holiday periods/days to be deducted from an employee's entitlement with a minimum of three month's notice.
You shall give at least two week's notice of any proposed holiday dates and these must be agreed by your Line Manager. No more than ten days holiday may be taken at any one time unless prior consent is obtained from the Board. We may require you to take (or not to take) holiday on particular dates, including during your notice period.
Holiday Booking
To request a holiday you will need to email your line manager with the holiday dates required and they will confirm their consent by email. Please give as much notice as possible when you are booking time off. In the event that a holiday request has to be refused your line manager will give at least as much notice of refusal as the amount of leave requested.
Holidays are granted on a first come first served basis so the more notice you give the more likely it will be that you will be able to take your holiday when you wish.
On termination of employment all outstanding annual leave must have been taken prior to the effective date of departure. At the discretion of the Director, payment may be made in lieu of holiday entitlement. Such payments shall meet the requirements of Regulation 14 of the Working Time Regulations 1998.
Should you leave within a leave year and holiday has been taken in excess of any entitlement accrued up to the date of departure, then a financial adjustment will be made to your final salary based on the proportion of the year worked.
Religious Holidays
Yazaroo Ltd will not ask about your religion and will not discriminate against anyone wishing to celebrate their festivals. You are required to use part of your normal holiday entitlement to cover time off for these.
Sickness Absence
Sickness Absence Policy
Yazaroo Ltd is committed to maintaining the health, well-being and attendance of all our employees. We value the contribution our employees make to our success and we miss that contribution when any employee is unable to work. If you are absent from work due to incapacity, you must notify your Line Manager by speaking to them with the reason for your absence as soon as possible but no later than one hour before you are due to start work and thereafter every day you are unable to attend work, unless you have supplied a doctor's fit note. Subject to your satisfying the relevant requirements you shall receive Statutory Sick Pay (SSP). Your qualifying days for SSP purposes is four days.
Medical Examination
You agree to consent to a medical examination (at the Company's expense) by a doctor nominated by the Company should the Company so require. You agree that any report produced in connection with any such examination may be disclosed to the Company and the Company may discuss the contents of the report with the relevant doctor.
Medical, Dental or Optician Appointments
Where possible medical appointments should be made outside of working hours. Where this cannot be arranged they should disrupt your working schedule as little as possible e.g. made early or late in the day. You will be asked to provide satisfactory evidence of appointments such as an appointment card or hospital letter. Where attendance for a medical or hospital necessitates a complete day's absence from work, this will be treated as sick leave and the procedure for self-certification should be followed.
Absence During Pregnancy
Pregnancy related absence will be dealt with separately from sickness absence in accordance with the Statutory Maternity Pay regulations.
Sick Pay
Statutory Sick Pay
In accordance with the eligibility requirements of the Inland Revenue, you may be entitled to Statutory Sick Pay (SSP) when you are absent from work due to sickness. The main features of the scheme are:
- the first three days of incapacity are unpaid (called waiting days)
- SSP is paid for up to 28 weeks
- once SSP is exhausted, an employee normally transfers onto benefits paid directly by the Department for Work and Pensions.
- If two periods of sickness are separated by less than eight weeks (56 days) then they are linked and the employee need not serve the waiting days again
Information on statutory sick pay can be obtained from the Inland Revenue.
Time Off
Special Leave Arrangements
Sympathetic consideration will be given to any hardship, difficulty or special circumstances which might necessitate a request for absence from work on compassionate grounds. Such circumstances might include bereavement or severe illness of a close relative or dependant. Whilst you are expected to use your annual leave as far as possible for attending to personal affairs, special leave in excess of any statutory entitlement may be allowed in exceptional circumstances at the discretion of the line manager. Each request will be considered on its merits but as much advance notice as possible must be given.
Request for unpaid leave will not normally be allowed except where they relate to the special circumstances described above.
Antenatal Care
All pregnant employees are entitled to time off with pay to keep appointments for antenatal care. Antenatal care may include relaxation classes and parent-craft classes made on the advice of a registered medical practitioner, midwife or health visitor.
Except for the first appointment, you must show your line manager, if requested, a certificate from a registered medical practitioner, midwife or health visitor, confirming the pregnancy together with an appointment card or some other document showing that an appointment has been made.
Maternity, Paternity and Adoption
All qualifying employees are entitled to statutory maternity, statutory paternity and statutory adoption leave and pay. A qualifying employee must request and take leave according to the statutory procedure. For further information about statutory entitlements and current rates visit https://www.gov.uk/maternity-pay-leave
Time off to deal with a family emergency
All employees are entitled to reasonable time off work without pay, to deal with an emergency involving a dependant. For example, if a dependant falls ill or is injured, if care arrangements break down, or to arrange or attend a dependant's funeral
Parental Leave
Employees who have completed one year's service are entitled to 13 weeks' unpaid parental leave for each child born or adopted. The leave can start once the child is born or placed for adoption with the employee or as soon as the employee has completed a year's service, which is later.
It may be taken at any time up to the child's firth birthday (or until five years after placement in the case of adoption). Parents of disabled children can take 18 weeks up to the child's 18 birthday.
Procedure
- Parental leave may be taken in blocks of a week, unless it is taken to care for disabled child, when it can be taken in days. The employee can take no more than 4 weeks parental leave in any year. Part of a week counts as a full week in calculating parental leave taken for that year. For example. if a full time employee takes 3 days parental leave and then returns to work, one week is deducted from the 13 week entitlement.
- An employee requesting parental leave is required to give a minimum of 21 days' notice, specifying start and end dates.
- Yazaroo Ltd will agree to the request unless it would be detrimental to the organisation to do so, in which case the organisation will seek to postpone the parental leave. A decision to postpose parental leave will be notified to the employee not more than 7 days after the Employee's notice was given.
- Yazaroo Ltd will not seek to postpone parental leave when it has been requested to coincide with the birth or adoption of a child.
- Parental leave will not be postponed for any more than 6 months from the date on which the employee requested it to start.
Flexible Working
Parents of children under the age of six or disabled children under the age of eighteen have the right to apply to Yazaroo Ltd to work more flexibly. The request can cover hours of work, times of work and place of work and may include request for different patterns of work. Carers of adults also have the right to apply for flexible working.
Time Off for Public Duties
Employees who hold certain public positions will be allowed reasonable time off with pay to perform duties associated with that position. The amount of time off allowed will be at the discretion of the line manager and will take account of time off already received and the effect of the absence on the satisfactory running of the organisation.
Supervision and Appraisal
All employees are part of a staff supervision and appraisal process. These are positive exercises designed to encourage and assist staff in their professional and personal development. It is our policy that employees should have regular supervision with their line manager and an annual appraisal. It is the responsibility of the employee to arrange these meetings and send the appropriate preparation information to their line manager in advance. A record of the supervision or appraisal will be kept on individual personnel files. These files will be kept for one year following resignation of the employee after which only summary information will be retained to provide references for potential employers if requested by the employee.
Training Development and Promotion
Yazaroo Ltd places the highest value on training and development for its staff. We are committed to invest in the training of our staff in order to achieve our business objectives. Initial and longer term training needs will be agreed with your line manager to enable you to perform your job as effectively as possible. This process will continue as part of your regular performance reviews.
Communications
Your prime source of information about your role or the organisation is your line manager. It is part of his or her job to inform, answer questions and list to constructive opinions, comments or suggestions.
Performance and Behaviour at Work
Yazaroo Ltd does not seek to inhibit individual choice in relation to your appearance, However, you are expected to dress appropriately at all times in relation to your role and to ensure that your personal hygiene and grooming are properly attended to prior to presenting yourself at work.
Company Premises
You maybe issued with an alarm fob/PIN code and/or key to access your workplace. These items remain the property of Yazaroo Ltd. Any loss of these items must be reported immediately to your line manager.
You must not bring any unauthorised person on to Yazaroo Ltd property without prior agreement from y our line manager. unless you are authorised to do so as part of your job. In these circumstances you are responsible for ensuring that your visitors are appropriately monitored during their stay and that they do not access areas of company property inappropriately.
You must not remove Yazaroo Ltd property from the organisations premises unless prior authority from your line manager has been given.
Personal Property
Any personal property such as jewellery, cash, credit cards, clothes, cars, motorbikes or bicycles etc. left on Yazaroo premises is done so entirely at your own risk. You are strongly advised not to leave any valuables unattended, either on our premises or in your own vehicle. Yazaroo Ltd does not accept liability for loss or damage to any personal property whatsoever.
Telephones & Correspondence
Company telephone/mobile phone or postal facilities must not be used for private purposes without prior permission from your line manager. If, for any reason, personal use is made of these items then arrangements must be made to pay the cost price of all services used. Abuse of these facilities will be considered a potential disciplinary matter.
Use of Computers
The organisation's IT, Internet and E-mail Policy is designed to protect the organisation's computer equipment, prevent inappropriate use and protect confidential data stored on computer files. Every employee must ensure that his/her conduct conforms to the standards set out in this policy.
Internet access and email for personal use is permitted during unpaid break times only.
Data Protection & Confidentiality
You must be aware of any comply with all elements of the Data Protection Act 1998. No employee should disclose any confidential information either while employed or after having left the organisation, unless specifically given permission to do so. Any breach of confidentiality will be dealt with under the disciplinary procedures and may lead to dismissal.
Smoking
In the interest of the health, safety and comfort of employees and customers and to comply with legislation, the organisation operates and no smoking policy. Any employee found to be smoking on the premises will be subject to disciplinary procedures.
Consumption of alcohol and drug abuse
The organisation forbids the consumption of alcohol and use or storage of drugs on its premises nor will it permit any employee to work whilst under the influence of alcohol or drugs. Any such instances will be dealt with under the disciplinary procedure and may lead to your summary dismissal.
Professional conduct and public statements
All employees have a responsibility to act in good faith and to promote the good name and effectiveness of their employer. You are expected to be trustworthy and to conduct yourself reasonably at all times. No employee is permitted to give press or other media interviews or assist with or be involved in the publication of any article relating to the business affairs of the organisation or in relation to the organisation's intellectual property, without prior consent from the Managing Director.
Conflict of Interest
You should not, directly or indirectly, engage in, or have any interest, financial or otherwise, in any other business enterprise which interferes or is likely to interfere with your independent exercise of judgement in Yazaroo's best interest. Generally a conflict of interests exists when an employee is involved in an activity;
- which provides products or services directly to, or purchase products or services from Yazaroo Ltd
- which subjects the employee to unreasonable time demands that prevent the employee from devoting proper attention to his or her responsibilities to Yazaroo Ltd
- which is so operated that the employee's involvement with the outside business activity will reflect adversely on Yazaroo Ltd.
Should you be in doubt as to whether an activity involves a conflict, you should discuss the situation with your manager.
Bribery and other Corrupt Behaviour
The Company had a strict anti-bribery and corruption policy in line with the Bribery Act (2010). A bribe is defined as: giving someone a financial or other advantage to encourage that person to perform their functions or activities improperly or to reward that person for having already done so. If you bribe (or attempt to bribe) another person, intending either to obtain or retain business for the Company, or to obtain or retain an advantage in the conduct of the company's business this will be considered gross misconduct. Similarly accepting or allowing another person to accept a bribe will be considered gross misconduct. In these circumstances you will be subject to formal investigation under the Company's disciplinary procedures, and disciplinary action up to and including dismissal may be applied.
Mobile Phones
In order to preserve the smooth running of the office and to avoid disruption to employees, personal mobile phones should not be used except in the case of emergencies or, where two factor authorisation is required for apps in the course of accessing software in the course of your work at Yazaroo Ltd.
Disciplinary Procedure
Yazaroo Ltd wishes to ensure high standards from its employees. The Disciplinary Procedure enables the organisation to take appropriate action against you where your performance or conduct is unsatisfactory. In order to ensure that you are treated fairly and consistently Yazaroo Ltd will adopt the following procedure.
Written Warning
A written warning may be given immediately if it is felt that the matter is serious, if there has been no improvement in standards following a verbal warning or if a further incident of a similar kind occurs. Your line manager or Director will invite you to a hearing to discuss the problem and may give you a written warning.
Final Written Warning
A final written warning may be given if an initial offence is very serious or if conduct, performance or attendance remains unsatisfactory following a verbal or written warning. It may also be given if an incident or unsatisfactory performance or conduct occurs following a previous verbal or written warning. Your line manager or Director will invite you to a hearing to discuss the problem and may give you a final written warning. The final written warning will state that any recurrent of the offence, or further misconduct of a similar nature within 12 months will result in dismissal. Final written warnings will be kept on your personnel file.
Dismissal
If, following a final written warning, your performance, conduct or attendance does not improve significantly or further misconduct occurs, you may be dismissed. Dismissal will be authorised by Ed Schofield. Your line manager or Director will invite you to a hearing to discuss the problem, informing you that the disciplinary meeting may lead to your dismissal. Should the meeting result in dismissal you will be given an amount of notice equivalent to that specified in your Contract of Employment or pay in lieu of such notice. You will have the right to appeal against the decision but where the notice period would expire before the outcome of the appeal is know you will be suspended without pay until the appeal process is completed. You will receive a written statement of your dismissal within 14 days of the dismissal hearing.
At all stages of the disciplinary procedure you will have the right to be accompanies by a Trade Union Representative or a work colleague. You will also be given the right to appeal against all disciplinary warnings.
Gross Misconduct
Gross misconduct includes any action which threatens Yazaroo Ltd, its work or its reputation, the people or organisations connected with Yazaroo or members of the public of which destroys our trust in you. Examples include theft, damage to property, fraud, incapacity to work through being under the influence of alcohol or illegal drugs or other substance abuse, physical assault or threatening behaviour, gross insubordination, negligence, harassment or any other discriminatory behaviour or conduct which endangers others. It would also cover breaches of confidentiality or professional conduct and inappropriate or misuse of office equipment, including computer, e-mail or internet access.
This list is not exhaustive and actions not listed above may also constitute gross misconduct. If you are accused of an act of gross misconduct you will be suspended on full pay for up to 10 working days whilst an investigation takes place. If, after investigation, it is decided that you have found to be negligent or have committed an act or acts of gross misconduct, you will be dismissed without notice and without pay in lieu of notice.
Suspension
If Ed Schofield the Managing Director considers that the matter may result in your dismissal, with our without notice, or that your presence may result in a witness in any disciplinary proceedings feeling intimidated, you may be suspended on full pay. The fact of such suspension will not be taken into account in any disciplinary proceedings.
Appeals
You are entitled to appeal against any disciplinary warning or decision to dismiss. To do so you must notify Ed Schofield Managing Director or in his absence Lizanne Doyle Office Manager in writing, within five working days of receiving the written warning or other written notification of any decision. You letter must specify the issues you wish to appeal against or contest.
Grievance Procedure
Yazaroo's aim is always to encourage employees to have an open and honest relationship with their line manager and colleagues and to raise any concerns about any aspext of their employment in an appropriate manner. The procedure should be used to settle all disputes or grievances which you may wish to raise concerning other employees or volunteers, your work, the organisation or other matters relating to your employment or volunteering. The purpose is to settle any grievance fairly, simply and quickly.
Stage 1
If you have a grievance about a matter concerned with your employment you should set out your grievance in writing and send the statemen tor a copy of it to your line manager.
Stage 2
Your manager will invite you to a hearing to discuss the grievance. You have the right to be accompanies at this hearing by a colleague or by a trade union official. After the hearing your manager will inform you of Yazaroo's response to your grievance.
Stage 3
If you wish to appeal against Yazaroo's response to your grievance you should contact your line manager. You have the right to be accompanied at this hearing by a colleague or by a Trade Union Representative.
Where reasonably practical, the appeal will be dealt with by a more senior manager than the one who attended the first hearing.
Full details of Yazaroo's Disciplinary and Grievance Procedures are available.
This Disciplinary and Grievance procedures is not legally binding and do not form part of your contract of employment.
Whistleblowing
If you have any concerns about Yazaroo, and its work, these should be raised with the Office Manager. If the Office Manager isn't available or the issue raised concerns the Office Manager the issued should be raised with the Managing Director. All employees are protected by the Public Disclosure Act.
Equal Opportunities
The Equal Opportunities Policy aims to promote equality, harmony and respect amongst individuals and eliminate discrimination, harassment and victimisation of all kinds. Every employee must ensure that his/her conduct conforms to the standards set out in this policy statement.
Health and Safety
Yazaroo has a legal duty to protect the health and safety of its employees and others. We take this responsibility seriously and have made health and safety a management priority. We expect our employees at all levels to take care to avoid injury to themselves and others and to co-operate with the implementation of the company's health and safety arrangements.
The company has adopted a health and safety policy which contains details of these responsibilities and arrangements. All employees are required to be proactive and familiarise themselves with the health and safety policy. Acceptance of, and adherence to the company's Health and Safety Policy forms part of the contract of employment.
Termination of employment
If you wish to resign you must give the required written notice to your line manager as stated in your contract of employment. If Yazaroo decides to terminate your employment you will be notified in writing.
On leaving Yazaroo, you must return all items of Yazaroo's property eg. mobile phone, laptop, documentation. Failure to do so may incur a deduction from your final salary payment.
Yazaroo may require an employee to take garden leave and the organisation has no obligation to provide work during this time, but all contractual benefits will continue to apply.
Retirement
In line with current legislation Yazaroo does not have an age where it expects employees to retire. It is however our policy to have regular workplace/appraisal discussions with all our staff where they can discuss performance any any development needs they may have as well as their future aims and aspirations. Staff and their managers can also use this opportunity to discuss retirement planning should the employee wish to do so. You should ensure that you inform your line manager at least 6 months before you plan to retire to ensure all appropriate arrangements are made (e.g. sourcing a replacement, mobilising your Company pension etc).
