employee handbook?

zzzLazyDaisy

LittleVoice wrote: »

If you have been employed for two months or more, do the written particulars of your employment that you do have cover everything that is required to be given to you as listed here - http://www.direct.gov.uk/en/Employment/Employees/EmploymentContractsAndConditions/DG_175704 without requring reference to the employee handbook?

If they don't or if anything else in the handbook is meant to be contractual, write to HR and ask them to provide a hard copy of everything that the law requires them as employer to provide.

I agree with this. The law requires the employer to provide you with certain information in writing within two months of starting employment (see above link for details). So you should make sure that your written contract of employment/statement of particulars does cover this basic information.

However there is no obligation on an employer to provide a written employment handbook. In most cases the contents will not be contractual and can be changed at the employer's discretion.

To address your particular concern, if your employer provides an enhanced maternity scheme the details will be on the intranet. You just need to write them down. If there is no enhanced scheme then the normal statutory provisions will apply - details may also be on the intranet, but a quick google will also give you the information you require.

Hope this helps

Print_Screen

hob wrote: »

lol thats funny i shouldof said non mangemnt im just a CSR at a call center so there is email but we are not alowed to use it and no my TL wont email me a copy as 'its a company document' oh yeah and no photos because of DPA we might steal cust id or something.....

Ok fair enough, I have worked in similar places and I can understand the frustration. But legally, surely they should be able to provide a copy of the terms (people who know the law will hopefully help me here) otherwise I could hire someone on minimum wage not give them any hand book and promise them unlimited days holiday "as stated in the handbook" and never given them a copy, so they have to work every day the week sends!:eek:

hob

its in my contract that i have to obay the handbook that i was given when starting. but i dont have a hard copy, so if they change it. i could just write it down i guess were not ment to have pen and paper at are desk again DPA incase we are writing down cust details, i guess i could go in the training room (no live accounts to copy) but the reason i want a hard copy so i can check things if and when they happen. like do i have to let my team know or just HR and at what point? if i need time off for medical appontments i cant put them in as hoildays as i may not know 4-6 weeks in advance. would each appontment count as one sick day how many do i get before i get sacked? (a job i worked at before this had a more then 3 sick days every 6 month and u would be put on final warning 1 more and your gone) and i want a hard copy because in my contarct it says i am ment to haev one. isnt it better to have one now before anything happens.

DVardysShadow

Are you really bothered about not having the handbook for its own sake or is it more a case of being bothered about being caught out on something because you don't have the handbook?

If it is the latter, just write a letter asking for either a hard copy or an electronic copy with an outline of why the intranet copy is unsatisfactory. Write the letter in as low key a manner as you can manage [keep a copy], and don't feel the least bit put out if you are ignored - just permit yourself to quietly say 'success!' to yourself. If ever you are challenged about your non compliance with the handbook, you have the evidence you asked for it and were ignored or refused.

Googlewhacker

DVardysShadow wrote: »

Are you really bothered about not having the handbook for its own sake or is it more a case of being bothered about being caught out on something because you don't have the handbook?

If it is the latter, just write a letter asking for either a hard copy or an electronic copy with an outline of why the intranet copy is unsatisfactory. Write the letter in as low key a manner as you can manage [keep a copy], and don't feel the least bit put out if you are ignored - just permit yourself to quietly say 'success!' to yourself. If ever you are challenged about your non compliance with the handbook, you have the evidence you asked for it and were ignored or refused.

Good idea, if Head Office is in a differant part of the country then make sure its recorded delivery.

Flyboy152

stephyt23 wrote: »

Many companies have them on internal networks now, it's easier for HR to make changes to that than waste paper having to print new ones out for employees.

Have you tried screen printing pages that you want into a word document, or copying and pasting the bits you want. Here's another novel idea, WRITE the bits out that you want!

Just because you want to try for kids doesn't mean you need a hard copy for finding out what leave your entitled to. Just read it at work and try the things I've said above, or email HR and ask them. Not rocket science is it, nor is it the end of the world if you don't have a hard copy.

Trouble with that is, there is no evidence that what has been written down is accurate and true.

Sambucus_Nigra

hob wrote: »

its in my contract that i have to [STRIKE]obay[/STRIKE] obey the handbook that i was given when starting.

So, ask HR how they intend for you to have a hard copy of the handbook.

stephyt23

Flyboy152 wrote: »

Trouble with that is, there is no evidence that what has been written down is accurate and true.

True although it's irrelevant now the OP has said they can't have a pen and paper at their desks.