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September 2006 - Issue 1
Westland Helicopters Limited
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Section 1. 1.1 1.2 1.3 2. 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 Introduction General Comprehensive Status of Document Deﬁnitions 2 3 3 Page
Company Rules, Regulations and Associated Policies and Procedures Company Rules and Regulations Health and Safety Fire Accident and Emergency Procedures Equal Opportunities Dignity at Work Code of Business Conduct Data Protection Act Information Systems and Electronic Communications Use of Telephones, Mobile Phones and Other Devices 6 6 8 9 9 10 14 16 17 19 19 19 22 24 24 25 27
2.10 Personal Correspondence 2.11 Electronic Transfer of Technical Information Overseas 2.12 Security Matters 2.13 Communication of Company Information to Employees 2.14 Smoking Policy 2.15 Alcohol and Drugs Policy 2.16 Grievance Procedure 2.17 Disciplinary Procedure 3. 3.1 3.2 3.3 3.4 3.5 3.6 Hours, Pay & Pensions Hours of Work Salary Shift Working and Premia Overtime and Payments Pension Arrangements SMART Pensions
34 34 36 37 38 39
September 2006 - Issue 1
7 Career Development General Company Induction Vacancies.4 4.5 4.2 5.5 5.1 5. 5. 4.6 6.Westland Helicopters Limited 4.3 5.7 5.8 5.10 Off-Site Working 5.1 6.4 6.3 6. 6. Holidays and Time Off Work Attendance Recording Holidays Company Sickness Absence Procedure Arrangements for Sick Pay Authorised Absence Special Leave House Moves Inclement Weather Trade Union Representation 42 43 45 46 47 48 51 51 51 51 4.6 4.7 4. Promotion and Transfer Secondments Training and Development Open Learning Centre Further Information 60 60 60 60 61 62 62 ii .6 5.4 5.2 6.1 4.3 4.5 6.9 Attendance.2 4.10 Mortgage and Loan Schemes 6.9 Employee Beneﬁts Relocation and Subsistence Allowance Travel and Subsistence Whilst on Company Business Private Health Care Company Bonus Scheme Employee Beneﬁt Scheme Busy Bee Childcare Schemes Long Service Awards Westland Leisure Complex Car Rental 56 56 56 56 56 57 57 57 57 58 5.8 4.
4 8.7 7.2 8. 8.6 7.Issue 1 iii .5 7.5 End of Service and Retirement Termination of Employment Retirement Early Retirement Pre-Retirement Courses Retirement Association 68 68 68 68 69 APPENDICES Appendix 1 Appendix 2 Appendix 3 Appendix 4 Appendix 5 INDEX AgustaWestland/ MoD Strategic Partnering Arrangement Dignity at Work Policy Examples of Disciplinary Sanctions Sickness Absence Self-Certiﬁcation Procedure Working Time Regulations 73 75 79 81 83 85 September 2006 .9 Employee Services & Facilities Welfare Services Health and Welfare Society Occupational Health Centre Blood Donors Catering and Vending Tool Club Car Parking and Lift Sharing IDEAS Scheme Gates .Opening Times 64 64 64 64 64 65 65 65 66 66 7.1 8.10 Cycle Racks 8.4 7.3 7. 7.2 7.8 7.3 8.Employee Handbook 7.1 7.
Westland Helicopters Limited iv .
Employee Handbook SECTION 1 INTRODUCTION September 2006 .Issue 1 1 .
AgustaWestland offers a range of advanced civil and military helicopters unrivalled by any other manufacturer. Agusta’s product range includes the multi-role A109 which can satisfy a wide range of roles for both civil and government markets. and the Super Lynx family. Agusta’s new top-of-therange light twin helicopter and the A129 combat helicopter. the A119 which is the most productive helicopter in its class. was formed in February 2001 when Agusta of Italy and Westland Helicopters of the UK merged their operations. Our product range includes the UK Apache . On 22nd June 2006 AgustaWestland and MoD agreed an innovative and ground breaking Strategic Partnering Arrangement (SPA) focused on improving the speed of delivery of new programmes. Westland Helicopters Ltd is the UK’s only helicopter design authority. guided the decision to create a world-leading company geared to future innovation and success.1 General AgustaWestland. and conditions 2 . the BA609.the new generation medium lift helicopter with 146 orders to date.Westland Helicopters Limited 1. It is essential that we promote and encourage competitive performance from teams and individuals within a safe and ethical working environment. continuous improvement and the maintenance of a safe. Bell and Agusta have formed a corporation called Bell/Agusta Aerospace Company (BAAC) that is jointly owned by Bell and Agusta to develop the new AB139 helicopter and the world’s ﬁrst civil tilt rotor. Previous sales of more than 6. sections.000 aircraft in 80 countries places AgustaWestland as one of the world’s largest and the most capable helicopter company in the world. reducing acquisition and support costs and increasing the availability of helicopters to the front line (See Appendix One) Consequently. the EH101 . Employees should familiarise themselves with the content of this handbook in particular. These standard terms and conditions provide a framework in which the goals of outstanding performance. the Grand. prime contractor and systems integrator. resources and experience. 2. 3 and 4 which contain speciﬁc terms. the way we work together as a Company and with our customers is of paramount importance to our future success.the world’s most advanced attack helicopter. This Handbook aims to complement this approach by highlighting the standard terms and conditions of employment that are applicable to employees of Westland Helicopters Ltd. fair and effective working environment can be maintained. The complementary nature of Westland and Agusta’s products.
Westland Helicopters Ltd is part of AgustaWestland. Finmeccanica’s companies – which include Alenia Aeronautica.are co-ordinated by Finmeccanica S. Are those employees whose terms and conditions are determined by negotiation between the Company and recognised Trade Unions. and Clerical Staff and the agreed terms and conditions are automatically incorporated into all individuals’ contracts of employment.p. the HR Department or by accessing Intranet.2 Comprehensive Status of Document The provisions contained within this Handbook replace and supersede all existing issues and the provisions contained within it shall be applied consistently across the Company. individual membership of a Trade Union is voluntary.. changes to principal terms and conditions of employment contained within this Handbook may occur as a result of agreements between the Company and the Trades Unions. From time to time. 1. Aermacchi and Selex Communications . the holding company that provides industrial and strategic control. The recognised Trade Unions represent Technical.Issue 1 3 . “Company” “Employees” “Group” “Intranet” “Procedurally Covered Employees” September 2006 . The Company intranet facility provided via the AW portal.Employee Handbook which form part of your personal contract of employment with the Company. Production. Computing.A. Changes may also occur to terms and conditions not subject to Company and Trades Unions negotiations in order to reﬂect any changes in the operating circumstances of the business and/ or legal obligations. Whilst terms and conditions of employment are negotiated between the Company and recognised Trade Unions. Further information or clariﬁcation of personnel policies and practices can be obtained from your manager. This Handbook is intended to be the sole and up to date authority on the subject matters contained within it. Any queries regarding issues of interpretation/ applicability should be referred directly to the HR Department. 1.3 Deﬁnitions Westland Helicopters Ltd Unless otherwise stated means procedurally or nonprocedurally covered members of staff employed at the Yeovil site or other operational facilities that are deﬁned as their place of work. Such changes will be notiﬁed to employees directly and/ or via Intranet where this Handbook will be fully accessible. the Anglo-Italian helicopter company owned by Italy’s Finmeccanica.
Westland Helicopters Limited “Non-Procedurally Covered Employees” Are those employees whose terms and conditions of employment are agreed between the Company and the individual. This is the case even where an individual is or decides to become a member of a Trade Union. 4 .
Employee Handbook SECTION 2 COMPANY RULES.Issue 1 5 . REGULATIONS AND ASSOCIATED POLICIES AND PROCEDURES September 2006 .
exposure to noise. and principles contained in this section apply to all employees. health and environmental protection measures as a mutual objective of management and employees at all levels. All employees are required to familiarise themselves with and comply with all safety instructions. These include the use of hazardous substances. all employees are required to conduct themselves according to the rules and standards of conduct referred to in this handbook.1 Company Rules and Regulations The Company rules. 2.2. they should report the matter directly to their Supervisor/Manager immediately.1 Health. The Company will undertake all reasonably practicable measures 6 . Company rules are necessary in order to promote fairness and consistency at work and for all employees to have a clear understanding of the standards of behaviour expected whilst working for Westland Helicopters Limited.2 Health and Safety The Health and Safety at Work Act 1974 and subsequent legislation imposes a number of legal requirements on both the Company and its employees which are designed to provide for a healthy and safe workplace. Safe working practices are developed from these assessments and must be followed at all times by employees. and other potentially harmful agents. Further information is available from the Health and Safety Department or via accessing Intranet. Any failure to meet these legal requirements is likely to involve the Company and/or its employees in prosecution. Should an employee have a concern regarding any safety aspect of their work or working environment. the Company regards the promotion of safety. Whilst engaged on Company business.Westland Helicopters Limited 2. 2. notices or signs displayed on Company premises. The Company rules contained in this section are not an exhaustive list but do represent reasonable standards of personal behaviour and business conduct. The Company is required to carry out risk assessments of all its activities. regulations. procedures. The Company has an established Health and Safety policy aimed at speciﬁcally safeguarding its employees against health and safety hazards which may arise during the course of employment. Safety and the Environment In addition to the need to comply with the law and statutory obligations.
Maintain a constant and continuing interest in health and safety matters applicable to the Company’s activities and encourage its management to set an example in safe behaviour. training and instruction to enable employees to perform their work safely and efﬁciently. insofar as they are affected by the Company or its products. from foreseeable work hazards. emissions or waste substances. and to protect everyone. policies and procedures. Provide information. means of transport. equipment. • • • Employees are required to co-operate with management in carrying out their statutory duties in order to achieve and maintain a high standard of health. local and Company Regulations regarding environmental protection measures in order to ensure that the impact of the Company’s operation on the natural environment is minimised. damage to property or contamination of the environment so as to introduce measures to prevent a recurrence.Issue 1 7 . Consult with employee safety representatives on health and safety arrangements. and. protective equipment. training and instructions provided by the Company to ensure compliance with relevant statutory provisions. contamination of the environment.Employee Handbook to prevent personal injury. Adhering to Company procedures for securing a safe workplace. the natural environment as a result of contact with Company products. Complying with national. and contamination of. damage to property. Using any machinery. The Company will: • • Provide and maintain safe and healthy working conditions taking account of any statutory requirements and risk assessment. including the general public. safety and environmental protection by: • • Working safely and efﬁciently taking care of themselves or others who may be injured as a result of their acts or omissions. hazardous substances. to comply with statutory requirements. Ensure that environmental protection measures are employed at all times so as to minimise damage to. equipment or environmental damage. Assisting in the investigation of accidents or incidents which cause either injury to personnel. • • • • September 2006 . as a minimum. or safety device in accordance with any information. equipment or environmental damage or situations or shortcomings in the Company’s Health and Safety arrangements which may lead to injury. Reporting incidents that have led to injury.
All employees have a responsibility to familiarise themselves with ﬁre regulations and procedures exhibited on notice boards and to co-operate in practice ﬁre drills. Employees should dial 999 on any internal telephone where the call will be transferred to the Security Main Gate. which are on display in each departmental area. 2. stating Location (building number if appropriate). Security.3.2 Accidents and Emergencies Company procedures and processes are in place to ensure that employees receive immediate attention where accidents occur within the workplace and that injuries. Medical examinations will be conducted by either a Company Medical Ofﬁcer or a Company nominated practitioner. brief details of the Incident. the Number of casualties. Accidents/emergencies should be addressed through the Emergency Response Call-Out Procedure. All employees should familiarise themselves with First Aider details. 2. the Extent of injuries and conﬁrmation of the Location.1 Fire. Clinical risk assessments will be conducted by an OH Adviser. First Aiders are able to undertake certain activities in order to assist victims of injury or illness until Occupational Health nursing staff arrive. Ambulance.3 Medical Requirements Employees may be required to supply certain medical information in the form of a pre-employment medical questionnaire or be medically examined prior to engagement or at any time subsequently that the Company considers necessary. Evacuation procedures are covered as part of the induction process. Mobile phones should not be used to call Emergency Services. Employees are requested to respond clearly to the “LIONEL” questions i.3. Accident and Emergency Procedures Fire Department The Fire Department is primarily responsible for ensuring airﬁeld ﬁre safety and arranging annual ﬁre drills and evacuation procedures at the workplace.3 2. are recorded in an accident book. The Department is available to offer advice on ﬁre prevention measures and hold ﬁre-ﬁghting courses for special high-risk areas. which need to be reported. 8 .3.Westland Helicopters Limited 2. what Other services are required (Fire. Occupational Health). Internal telephones should be used for this purpose at all times.e. using information contained in completed questionnaires and any existing local and occupational risk assessment information.
It is therefore important that all of us avoid engaging in the kind of behaviour which is considered objectionable by the recipient and/ or causes offence to them or their dignity whilst at work. degrading. The legislation imposes responsibilities on the individual as well as the Company and the Company fully supports the spirit and intention of such legislation and related Codes of Practice. language or other actions committed by an individual which is found to constitute behaviour of a discriminatory nature will not be tolerated and will result in the matter being referred to the Company’s Disciplinary procedure (see Section 2.Issue 1 9 . Details of the policy can be located via Intranet. race or disability but not exclusively and is not limited to those grounds. Employees who wish to raise a complaint should contact their Manager. Race Discrimination Disability Discrimination and Age Discrimination legislation. sex. All employees are encouraged to show respect.4 Equal Opportunities The Company fully recognises its obligations and responsibilities under Sex Discrimination. It is therefore the responsibility of every employee to ensure that incidents of any kind do not occur at work. sexual orientation. in the ﬁeld of employment. Harassment can be caused by one single incident or can be the result of actions over time. hostile. belief. Any behaviour. Harassment is unlawful and the Company will not condone any form of behaviour at work which: • • • Interferes with an individuals job performance Undermines an individuals job security Has the effect of violating an individual’s dignity and/or creates an intimidating. sex.Employee Handbook 2. If an employee unlawfully discriminates then both the Company and the employee may be liable and can be prosecuted by law. humiliating or offensive environment. This legislation makes it unlawful to discriminate against a person. race.5 Dignity at Work The Company believes that an inclusive culture where every person’s contribution is encouraged is fundamental to its success. It is Company policy that all employees and prospective employees receive equality of opportunity in all ﬁelds regardless of age. marital status or disability. value and awareness of others during their dayto-day working life.17). trade September 2006 . 2. national or ethnic origin. religion. Harassment may occur on the grounds of age. either directly or indirectly.
Upon termination of employment all employees will be required to sign a further Declaration. inform their Manager immediately if conﬁdential information about the Company which does not relate to their duties become known to them. During employment with the Company and thereafter. drawings and documents relating to Company business and/or its trading specialities and not divulge. without fail. 2. affairs or trade 10 . employees must be aware of the implications of their actions in areas including legal compliance. 2. Further details of the Company’s Dignity at Work policy and procedure can be found at Appendix 2 or via Intranet. data. Employees should. conﬂicts of interest. Whilst on Company premises or engaged on Company business. use or employ them except in the Company’s service. Employees must not broadcast or write any articles for the media on any matters connected with or related to the business interests. speciﬁcations. Further details are contained in PER 10. All informal or formal complaints will be treated speedily. 2. Known or suspected security violations must be reported immediately to the Company Security Controller.6 Code of Business Conduct The Company requires the highest standards of business conduct and integrity in its dealings with persons. all information. seriously and conﬁdentially whilst ensuring that the rights of all are protected. the matter will be referred to the Company’s Disciplinary Procedure (see Section 2.1 Ofﬁcial Secrets Act The Company is entrusted with holding materials which are classiﬁed as important to national security. Harassment in any form will not be tolerated and where investigations indicate that there is a case to answer.17). The Ofﬁcial Secrets Act places a responsibility on all UK citizens to safeguard such materials.1 which is available via Intranet.Westland Helicopters Limited union representative. acceptable business practices and proper commercial transactions.2 Conﬁdentiality and Disclosure of Company Information All Employees must treat as conﬁdential. businesses and institutions external to the Company. all employees will be bound by the terms of the Declaration under the Ofﬁcial Secrets Act. Any contravention of the Ofﬁcial Secrets Act can result in dismissal and/or possible prosecution. signed upon commencement of employment.6. Employee Support Ofﬁcer or HR Adviser.6.
businesses and institutions external to the Company. unless. 2. However. or could be.6. and where appropriate the Company Security Controller. directly or indirectly.Issue 1 11 . Offers for payment of travel and related expenses by third parties must not be accepted. no employee should allow themselves to be placed in a position where they might be deemed by others to be inﬂuenced in making a business decision as a consequence of accepting such hospitality.6. suppliers or customers of the Company then they must disclose such interests in writing to the Employee September 2006 . • Hospitality Hospitality on a modest scale is an acceptable practice in business relationships. Queries concerning the status of business gifts or items of value. Before accepting an invitation to give a lecture or publish an article on a subject relating to Company activities and prior to delivery or publication the employee must submit drafts of lectures and articles and obtain the written approval of the Director of Public Affairs. Accommodation and Expenses Any expenses incurred on Company business must be borne by employees and claimed through normal expense recovery procedures. customers or potential competitors. in competition with any constituent part of the AgustaWestland Group whilst employed by the Company. 2. in any business which is.Employee Handbook secrets or which in any way make reference to any Company within the WHL Group. and in addition to the general requirement to observe conﬁdentiality. suppliers. The interests of employees and the Company are safeguarded by strict adherence to the following: • Business Gifts WHL employees should not offer or accept any gift from individuals or representatives from any organization who have or are seeking to enter into business relationships with WHL.4 External Business Interests Employees will not be engaged or concerned. • Travel. it is a contractual requirement. If an employee has any ﬁnancial or other vested interest in competitors. the Company requires the highest standards of business conduct in its dealings with persons. should be addressed to the HR Department.3 Acceptable Business Practices In certain cases. their Director.
direct or indirect personal interest in contracts. civil and criminal liability. The unauthorised reproduction of material covered by copyright is unlawful and potentially carries with it.g. Employees should also disclose any external business interests in writing to the Employee Relations Manager. Company rules regarding infringement of copyright will apply to the use of technology including photocopiers.6. Employees should consult with their immediate supervisors if they believe any actual or apparent conﬂict of interest may exist. fax machines and scanners.6. Possible conﬂicts could arise from areas including issues of share dealing. improvement. articles. without the prior consent of the owner include: • • • • • Preparation of photocopies whether single or multiple. Legislation lays downs guidelines which effectively prohibit all copying from books. 2. Employees should also disclose similar interests relating to members of his immediate family. Distributing copies of copyright materials Photocopying from a circulation list Sending copyright material to another person or company by fax or email Storing copies of copyright material electronically e. Employees should avoid conﬂict of interests in their business relationships and personal activities. Examples of prohibited offences. If determined that a conﬂict does exist. seeking or accepting gifts or entertainment beyond levels considered reasonable in the business environment in question. journals.6 Copyright and Copying Practice The Company is obliged to comply with all Copyright laws and regulations. of all or any part of a publication intended for Company use. invention or design (whether patentable or not) conceived during the course of employment. Failure to adhere to these rules will be regarded as a disciplinary offence. as long as the circumstance continues to exist. the employee may be disqualiﬁed from acting on behalf of Westland Helicopters Ltd. via use of scanners or other devices 12 .2 located via the Company Operating System. periodicals and other publications for commercial purposes.Westland Helicopters Limited Relations Manager. Should an employee develop patentable ideas then they should refer to the guidelines contained in ISO 3.5 Inventions and Patents Employees are required to disclose immediately to the Company any discovery. employment with another organization or use of conﬁdential information. 2.
and should any employee raise them.Issue 1 13 . in the ﬁrst instance.6. Any employee with the reasonable belief that they can show one or more of the matters referred to below is either happening now. report the matter to the Employee Relations Manager (x4440). will be expected to report the matter which will be treated in the strictest conﬁdence. or is likely to happen in the future. 2. Further questions concerning the procedure. The procedure should only be used by employees who wish to report or raise concerns. then they will be encouraged to bring these to the Company’s attention.Employee Handbook It is permissible to take copies from publications for the genuine purpose of private study. Employees should seek permission via their Manager concerning the use of Company copying equipment for this purpose. these should be referred to the Grievance Procedure (see 2. September 2006 . which qualify for protection (“qualifying disclosures”). about wrong doing of the nature listed above. should be referred directly to your area HR Adviser. in good faith. Where employees wish to raise personal concerns relating to aspects of their job or employment.7 Disclosures in the Public Interest Should an employee wish to make known a protected disclosure about wrongdoing or malpractice within the workplace. they will be protected from any detrimental treatment. These matters include: • • • • • • A criminal offence The breach of a legal obligation A miscarriage of justice A danger to the health or safety of any individual Damage to the environment Deliberate covering up of information tending to show any of the above ﬁve matters If any employee has a serious concern relating to one of the areas listed above the matter should. There are certain disclosures. This is in order to promote openness between the Company and its employees in order that problems can be identiﬁed and resolved quickly and at the lowest level possible.16). took place in the past.
or in some cases.g. Information needed for the Company’s equal opportunities monitoring policy. Contact and emergency contact details. The type of information held by the Company includes the following: • • • Application forms and references. It will be kept and used in order to enable the business to be run and to manage relationships with employees effectively.Westland Helicopters Limited 2. • • • • • 14 . Contract of employment and any amendments to it. external sources.g.7. This includes using information to enable the Company to comply with its contractual obligations and to protect the Company’s legal position should any claims be received. where appropriate.2 Information Held by the Company Much of the information held will have been provided by individual employees. 2. the Company needs to keep information about its employees for normal employment purposes. at all times during employment. including line managers. Information needed for payroll. at the employee’s request. lawfully and appropriately. The following paragraphs outline the Company’s commitments concerning the fair processing of information about its employees. Correspondence with or about employees e. sickness and other absence. Records of holiday. letter conﬁrming salary to a mortgage company. but some may come from other internal sources.1 Data Protection Act Company Responsibilities The Company has a legal obligation to ensure that all personal data concerning its employees. such as referees. at the time when employment ends and after the employee has left. suppliers and business contacts is processed fairly and lawfully.7. The information will only be held for management and administrative use only. Records relating to an employee’s career history e.7 2. other performance measures and. beneﬁts and expenses purposes. from the initial application for a job. In its capacity as an employer. appraisals. customers. training records. letters sent to employees relating to a pay rise or. disciplinary and grievance records.
3 Information About Health Where necessary. 2. this might involve transferring some information about individual employees in order to obtain security clearance allowing visits to customer and supplier sites or.9 below. the Company may need to pass on certain information to the administrators of the Company pension or health insurance schemes or at an employee’s request. Where the Company transfer personal information outside the European Economic Area (EEA). If sales and mergers form part of the Company’s future business arrangements then during that process.7. The Company may also keep records of hours of work by way of attendance recording systems and processes that are in place. 2. telephones and mobile telephones will be monitored as indicated in section 2.7.Employee Handbook Employees will inevitably be referred to in many company documents and records that are produced in the course of the normal day-to-day duties and business of the company. the Company may keep information relating to the health of employees and this could include reasons for absence and doctor’s reports and notes. information about individual employees working for the Company may need to be passed onto potential buyers for the purpose of that negotiation. For example. This information will be used in order to comply with obligations the Company has in respect of: • • • 2. The Company will 15 • • September 2006 .5 Other Information The Company will only disclose information about individual employees to third parties if we are legally obliged to do so or to comply with any contractual duties.4 Health and safety and occupational health matters How an employee’s health affects their ability to perform their job and whether any adjustments to an employee’s job might be appropriate The administration and management of statutory and company sick pay Monitoring Use of Company computers. to enable you to work under secondment conditions. group head ofﬁce for purposes connected with employment or management of the Company’s business. Other circumstances are dealt with as follows: • The Company may transfer information about individual employees to other group companies. Some of these documents and records may fall within the scope of the Data Protection Act 1998.Issue 1 .7.
lawful and ethical manner. users maybe provided with Internet access to assist them in the execution of their normal duties. The HR Department is responsible for ensuring that the Company complies with its obligations under the Data Protection Act 1998. The policy should be read in full and followed on all occasions when using the Company’s information systems. infringe copyright laws and result in the harassment or defamation of others.8. All users have a responsibility to use the Company’s computer resources. monitoring chat and newsgroups. it is possible to create a legally binding contract by exchange of e-mail and conﬁdential information may be deliberately sent or accidentally sent to unintended recipients.8 Information Systems and Electronic Communications In order to ensure the proper.2 Electronic Mail and Internet Use The use of e-mail. the Company imposes strict limits on Internet 16 . misuse of the Internet and e-mails can introduce viruses into the network. The statements in this section and below at section 2. For example.9 provide an overview of the Company internet and e-mail users policy which can be found via Intranet. The Company will always ensure that the appropriate safeguards are in place in order to protect any information about employees that is disclosed in this way.8. Users are advised that they must not intentionally process any inappropriate material on the Internet. and communications sent and received by users. effective. email systems and the internet where provided in a professional. legitimate and legal use of computer systems the Company will monitor and log any aspects of its computer systems including but not limited to monitoring internet sites visited by users. Careless use of the Company’s e-mail system can have serious consequences. E-mail should therefore be regarded as the equivalent of writing a formal letter on Company headed paper. 2. Full details of the Company policy concerning the Data Protection Act can be found via Intranet. Where there is a legitimate business reason. 2.1 Computers The computer network and systems are the property of the Company and are to be used for legitimate Company business purposes only. 2. The Company routinely monitors use of the e-mail system and Internet resources accessed by users. monitoring ﬁle downloads. In addition.Westland Helicopters Limited always make anonymous such information wherever possible and will only pass on the minimum of information necessary. internet and the computer system carries serious risks for the Company. For these reasons.
The use of mobile phones is strictly prohibited in the following speciﬁed areas: • • • Flight Shed DCC Avionics Employees and visitors must observe the prohibition signs. In exceptional circumstances. 2.3 Use of Mobile Phones When Driving It is a criminal offence for any person driving a motor vehicle to make or receive calls or text messages whilst holding a mobile phone or cradling September 2006 . employees may be permitted to receive and make private telephone calls on Company telephones.9.9. Emergency calls will be directed to the appropriate Manager. HR Department or to the Security Department where every effort will be made to contact the employee concerned.Employee Handbook and e-mail use and as a result Company systems are for business use only. Further details concerning the Company policy on this matter are accessible via Intranet. All e-mail and internet usage will be subject to monitoring and control and incidents involving incorrect usage of the internet and e-mail system will be referred to the Company Disciplinary Procedure (see 2. 2. chat lines or overseas calls will not be permitted under any circumstances. Mobile Phones and Other Devices Personal Use of Company Telephones Telephone kiosks have been installed on-site in order to enable employees to make private telephone calls.Issue 1 17 . The Company has established procedures for getting personal messages to employees in an emergency situation.9. or other hazardous processes/areas. Except in an emergency. avionics systems. such calls must be made outside of actual working hours. Mobile phones must be switched off in these areas and within 10 metres of aircraft.1 Use of Telephones.9 2. Further details relating to Company Policy in this area are accessible via Intranet.17). 2. Company telephone use is frequently monitored and all employees are advised that personal calls to premium lines.2 Use of Personal Mobile Phones During Working Hours The existence of the measures outlined above concerning personal use of Company telephones means that the use of personal mobile phones should be kept to an absolute minimum.
the use of personal devices on site may be obtainable via application to the Company Security Controller. Text messages should not be sent or received whilst driving. Employees are advised to familiarize themselves with the following guidelines. they must be procured and approved in accordance with standard Company procedures. details of which are available via Intranet. The use of traditional. 18 .memory sticks. polaroid. Use of Cameras/Mobile Phones with Integral Cameras Mobile phones capable of generating and sending photographic images must not be used to capture images of any nature whilst on Company premises. 2.Westland Helicopters Limited it between the shoulder and neck. details of which are available via Intranet. digital cameras) at Company locations is controlled via a process of registration and authorisation via the Company Security Controller. Such devices include: • • • Portable Image Generating Devices .9.4 Hand held mobile phones or other communications devices should not be used for any reason whilst driving.digital cameras (still/movie) or portable scanners. Personal Digital/ Data Assistants (PDA’s).5 Use of Portable Digital Devices Employees are not permitted to bring or use personal portable digital devices on site. Employees are prohibited from bringing or using such equipment on-site unless this process has been followed. Portable Storage Devices . etc If such devices are required for genuine business use. All related queries should therefore be referred directly to the Security Department. video and movie cameras or portable image generating equipment (i.9. In exceptional circumstances. “pen” disks and other forms of smart media such as memory cards with card readers Mobile Computing Devices – laptops. paying special attention to them when travelling on Company business: • • 2.e. Where employees are suspected of using the integral camera on their mobile phone whilst on site. the matter will be referred to the Disciplinary procedure. All related queries should therefore be referred directly to the Security Department.
faxes. tapes or read-only memories. The Company will not accept liability or responsibility for the non-delivery of any letters sent or for the opening in error of personal correspondence sent to the premises.12 2. telephone and video conferencing from within the UK to a person or facility abroad. ﬁne and/or imprisonment. televisions. personal stereos and CD players on site at any time. 2. An electronic transfer includes transfers by email. Company stationary and postal facilities are for ofﬁcial Company business only.10 Personal Correspondence Employees must not have their private correspondence addressed care of the Company. diagrams. formulae. Military or Dual Use Technology or Software is deﬁned as speciﬁc information necessary for the development.6 Other Transmitters/Receivers Employees are not permitted to bring such items including radios. or manuals and instructions. It is an individual’s responsibility to comply with these conditions and failure to do so may lead to a removal of the Company’s licences. September 2006 . models. tables. plans.Issue 1 19 . engineering designs and speciﬁcations.1 Security Matters General It is the responsibility of the Company’s Security Department to advise and assist Management in ensuring the overall security of the Company’s assets. All employees are required to enter or leave site through the approved entrances/exits. This includes assisting the control of site entries and exits. either written or recorded on other media devices such as disks. Further information is obtainable with reference to Core Instruction CSD 4. production or use of goods and may take the form of blue prints.9.Employee Handbook 2.12. All employees are expected to be aware at all times of the importance of security and should report immediately to their Manager or the Security Staff any known or suspected breach. 2.11 Electronic Transfer of Technical Information Overseas UK Export Legislation (the Export Control Act 2002) stipulates rigid controls on the transfer abroad of controlled Military or Dual Use Technology and software via electronic means. tape recorders. 2.1 which can be accessed via Intranet.
Any payment for property purchased must be made to Site Facilities prior to removal of the property from the premises. however caused. motor cycles. motor vehicles and pedal cycles. Vehicle parks are provided for the convenience of employees and any contractual relationship between the Company and employees using them or liability for any loss or damage thereto is expressly excluded.12. it will be returned on request to the ﬁnder on production of the receipt to the Company Security Ofﬁce.Westland Helicopters Limited 2. Details relating to any article found on the premises must be reported to the Company Security Department whereupon a Security Ofﬁcer will issue a receipt. Employees wishing to purchase or remove scrap/surplus items should also obtain written permission from the appropriate Manager. All items left on Company premises will be at the sole risk of the employee or other person concerned. etc. Employees must seek written authorisation from the appropriate Manager before Company assets are removed from the premises. Any loss of Company property should be reported immediately to Company Security. Vehicles may not be brought inside the factory security fence without a valid Company Car Pass.3 Vehicles and Personal Property – On site The Company shall not be liable for the loss or theft of an employee’s or other person’s property left on Company premises. Application for a Car Pass on medical grounds/ grounds of disability • • • 20 . mopeds. An authorising countersignature must then be obtained from the Site Facilities Department which should be handed to the Security Staff when leaving the Site. for Company property with which they have been entrusted. Cycles. Passes are issued to the person and not to the vehicle.12. Cars must not be parked elsewhere on the Company’s premises without special permission. must be placed in the stands provided. including money. Should any article remain unclaimed two months after the date of the notice. and account.2 Company Property Employees are required to care. employees must observe the following rules: • The parking areas provided must be used and vehicles must not be parked in speciﬁed ‘no parking’ areas or against the walls of buildings unless facilities are provided. Where permission is granted for personal vehicles to be brought onto the Company’s premises. valuables. 2.
2. obtain a copy of the Police statement. employees must obtain a police crime reference number. however.4 Road trafﬁc signs should be observed as outside the factory. Loss of an Identity badge should be reported immediately to the Company Security Controller. and must be returned to the HR Department on termination of employment. bag or any other container carried by them. All employees have the right to a third party being September 2006 . including those of a personal nature. Any search of the person will only be conducted with the consent of the individual concerned.Employee Handbook should be made directly to the Occupational Health Centre. be temporarily removed if wearing it could be dangerous. Speed limits. If Occupational Health issue a Car Pass. Any loss/theft must be reported to the Police as soon as possible. in the interests of all employees. The badge is Company property.5 Identity Badges To ensure the security of both personnel and company property/interests.6 Searches The Company reserves the right. • • • 2.12. Non compliance with the above regulations may result in the withdrawal of passes or parking service. all employees are required to visibly wear their personal Identity Badge at all times whilst on the Company premises. 2.g. if possible. Loss and/or Damage of Personal Baggage and Effects Claims in respect of accidental loss or damage to baggage and personal effects sustained at work on Company premises or travelling on Company business may be made in certain circumstances.12.12. The identity card may. If the theft occurs abroad employees should.Issue 1 21 . to request anyone entering or leaving a site to disclose to a member of the Security Staff the contents of any parcel. e. whilst working on moving machinery. signs and trafﬁc regulations must be observed. If the theft occurs in the UK. In the ﬁrst instance claims must be signed by the claimant’s Manager and forwarded to the Safety and Environment Department using the Business Travel Personal Effects Claim Form (obtainable from the Safety and Environment Department). it must be returned if the illness/ disability no longer exists. Identity Badges should not be displayed once you have left Company premises.
12. which can be found via Intranet.12. 22 .9 Dangerous Weapons In order to protect all employees and to create a safe workplace.12. Where necessary. 2.12. Members of the Security staff also have the right to search all vehicles coming onto/leaving the site. they need to know and understand the basic facts concerning performance and plans for the Company. exemptions to this rule will be made in the case of guide dogs for the visually impaired.g.8 External Visitors The Company has a responsibility to all individuals on Company premises and unauthorised persons will not be allowed onto such premises. 2. personal visitors are allowed on site but prior permission must be obtained from the Security Controller.13 Communication of Company Information to Employees The Company is committed to ensuring that its employees receive clear and timely information they need in order to be able to do their jobs effectively. In order to make the most effective contribution. Company Open Day. The processes in respect of giving information and the range of information covered are as follows. visitors under the age of 16 should be accompanied by an authorised person. Generally personal visits are not permitted. Approval must be obtained from Management and the Company Security Controller prior to bringing visitors on to Company premises. All visitors should be registered using the Site Security Access Form. Visitors under the age of 16 may only be bought onto Company premises once permission is obtained from the HR Director. In special circumstances. ﬁrearms (including replicas) and any dangerous weapon that can be used in an offensive manner are banned from the site.Westland Helicopters Limited present when Security staffs intend to carry out a search where prior consent is obtained. 2. e. These areas are clearly identiﬁed and any employee found in one of these areas who is not a pass holder.7 Classiﬁed Areas Access to certain parts of the factory is limited to holders of appropriate security passes. with no satisfactory explanation for their presence. may be subject to disciplinary action. At all times. 2.10 Animals Employees are forbidden from bringing animals on to the Company’s premises. 2.
job vacancies and internal telephone directory. 2.6 Intranet (AgustaWestland. Contributions and comments are invited from all employees.1 Year Start Address At the beginning of each year representatives from the Company Senior Management team will address all employees regarding Company performance during the previous year and the Company objectives for the coming year. They are also displayed on Information Points (Notice Boards) around the site and via the Intranet. Meetings are convened on a bi-monthly basis. These are updated weekly and are used to display information relating to Company activities/ working practices.13. a number of computers have been strategically placed around the Company. These are distributed to managers who will relay the information to employees. 2. Ideas/ articles can be submitted by contacting the PR Department (x3749). and Non-Procedurally Covered staff representatives. Westland Sports and Social Club programmes and events of interest in the local community. Operating instructions accompany these computers and passwords are not required for access.Issue 1 23 .portal) The Company-wide computer network includes an important source of information for employees via the Company Intranet site (AgustaWestland.13.13.Employee Handbook 2. 2. 2.13. A number of departments have established their own sites to communicate relevant information of general interest. September 2006 . portal).13. “Rotary Wing” aims to keep employees fully informed of news. Trade Union representatives. The Company intranet incorporates many of the Company communications identiﬁed above including press releases.13.4 Company Magazine “Rotary Wing” is the in-house magazine for AgustaWestland copies are issued to all employees on a bi-monthly basis. events and activities concerning the Company. internal vacancies. Information to be posted on trade union boards must be handled by a recognised union representative. 2.3 Company Notices/News Flashes Company Notices or News Flashes communicate important or urgent information. and its employees. To ensure that employees have access to Intranet.5 Information Points (Notice Boards) There are a number of Information Points across the site.2 Company Council The Company Council is a communication and consultative forum comprising Senior Managers.
the Employee Support Ofﬁcer or the Occupational Health Department. including all Company and hire vehicles as well as employee owned vehicles.e. possession of drugs or the consumption of alcohol during working time is strictly prohibited. Further advice concerning the application of the policy can be obtained from the HR Department or via Intranet. 2. in conﬁdence. As such. whether or not on the premises. Employees will be subject to disciplinary action if found with either in their possession or if being consumed. Illegal drug taking. Westland Road North/ South/ behind B&Q) and only outside normal working hours (i. smoking will not be permitted in any vehicle that is parked on-site.Westland Helicopters Limited 2. Bunford Road. Smoking will only be permitted in the external employee car parks outside of the main security perimeter fence (e. Further details of the Company’s approach to dealing with issues arising from drug and alcohol misuse can be found via Intranet 24 .15 Alcohol and Drugs Policy In order to protect all employees and to create a safe work place. contact either the HR Adviser for the appropriate Directorate. Any employee who wishes to seek support for drug/alcohol related problems can. drug or substance abuse during working time.g. the Company prohibits any form of alcohol. In addition. Any breach of the Smoking policy by any employee will be referred to the Company disciplinary procedure. ofﬁcial lunchtime and mid-shift break) When representing the Company on business at external premises. smoking is not permitted anywhere on-site within the main security perimeter fence. employees are expected to adhere to any local smoking policies that are in place.14 Smoking Policy The Company is designated as smoke-free with a complete ban on the ignition of and smoking of any substance. Employees are required to advise their Manager/Occupational Health Department if they are taking medically prescribed drugs which may affect their performance at work.
Issue 1 25 . Where the grievance relates to a disciplinary decision taken against you. According to the nature of the reference the procedure may operate in fewer than the stages referred to. As an alternative to this procedure. At each stage of the procedure.7 above). you may be accompanied by a fellow worker or trade union ofﬁcial who may address the meeting on your behalf but may not answer questions for you. the Company will usually ask you to use the disciplinary appeals procedure.16 2. you should make use of the Company’s Dignity at Work Policy (see section 2. Where a complaint or grievance relates to your immediate manager. the Grievance Procedure can be commenced either at the stage above that in which that manager would be involved or by approaching the HR department. the employee may discuss any problems on a strictly conﬁdential basis with the Employee Support Ofﬁcer (x 2848).6. Where your complaint is of harassment or bullying. September 2006 .16. The Company will keep records of any action taken under this grievance procedure. This procedure should only be used where it is not possible to resolve an issue informally following discussions with your immediate manager.5 above).Employee Handbook 2.1 Grievance Procedure Purpose The purpose of this procedure is to ensure that you have an opportunity to raise formally with management any grievances relating to your job or complaints regarding the Company or any of its employees. It is essential to the proper working of this procedure that any employee raising a grievance should continue to work normally whilst the procedure is being followed. The procedure only applies whilst you are employed by the Company. It will usually be better for all those involved if grievances can be resolved informally. The Company’s aim is to ensure that your grievance or complaint is dealt with promptly and fairly by the appropriate level of the Company’s management. Where you wish to raise concerns about alleged wrongdoing that may amount to a protected disclosure under the Public Interest Disclosure Act 1998 (see section 2. Wherever possible these will be treated as conﬁdential.
the Senior Manager will normally respond to the grievance in writing within 5 working days of the meeting.Westland Helicopters Limited 2. You or the representative should set out the grounds for the complaint and the reasons for dissatisfaction with the Stage 1 response. • Stage 3 If the matter is not resolved by a meeting at Stage 2. The meeting will normally be held within ﬁve working days of the formal grievance being raised. you or the representative may refer it in writing within ﬁve further working days to the Head of Department who will also involve the Employee Relations Manager. Should the outcome of the Stage 2 meeting not be acceptable to you. Should the outcome of the Stage 3 meeting not be acceptable to you. • Stage 2 If the matter is not resolved at Stage 1. you should. you or the representative of a group may refer it in writing within ﬁve further working days to the Senior Manager who will also involve a member of the HR department. The decision of the Head of Department is the ﬁnal stage of the internal procedure and will normally be given in writing within ﬁve working days of the meeting. addressed to your immediate Manager. you will then be informed in writing of your right to raise your grievance at Stage 3. You or your representative will be invited to a meeting to consider the matter. You or the representative should set out the grounds for the complaint and the reasons for dissatisfaction with the Stage 2 response. the appropriate senior steward will 26 . Following the hearing. the external conference procedure may be invoked. • External Stage Conference Where an issue remains unresolved following the completion of all stages of the domestic procedure. You or your representative will be invited to a meeting to consider the matter. in the ﬁrst instance.16. normally within ﬁve working days of the request being made.2 • Stages of the Procedure Stage 1 If you wish to raise a formal grievance. The Manager will then normally respond to the grievance in writing within ﬁve working days of the meeting. the Company may suggest that you ask an appropriate representative to raise the grievance on your behalf. do so in writing. You must include a sufﬁcient explanation of the basis for your grievance. You or your representative will be invited to a meeting to consider the matter normally within ﬁve working days of the request being made. The Manager will inform you in writing of your right to raise your grievance at Stage 2 should the outcome of the Stage 1 meeting not be acceptable to you. Where a matter affects a group of employees.
Employee Handbook report to the full time ofﬁcial of the union concerned with a view to further discussions being arranged at an External Stage Conference. • • September 2006 . attendance and performance in carrying out their duties with regard to the care.Issue 1 27 .17. 2.3 Non Procedurally Covered (NPC) Representation In cases where NPC employees wish to refer matters to the procedure on either and individual or collective basis. 2. The levels of management authority are indications only and in practice will be dependant upon the management organisation in the area concerned. The Manager should carry out the disciplinary procedure precisely and without delay. The parties at this conference shall normally include senior representatives of the management team and the HR Director and the full time ofﬁcer(s) of the union concerned.1 Disciplinary Procedure Purpose The Company disciplinary procedure is designed to provide fair and consistent treatment of all employees and to help and encourage achievement and maintenance of standards of acceptable conduct.2 General Principles Employees are expected to maintain acceptable standards of conduct. but which may not necessarily warrant reference to the formal disciplinary procedure. attendance or performance expected of them. 2.17. by a trade union representative.17 2. At all stages of the procedure: • The decision to undertake the formal disciplinary procedure rests with the Manager. Managers have the discretion to counsel employees where minor shortfalls in conduct. attendance and job performance. attendance or performance have been identiﬁed. safety and well being of themselves and others. the Company will take appropriate disciplinary or alternative action. However advice and guidance must be sought from the HR department before commencing the disciplinary process. Where employees fall below the standards of conduct.16. they may be accompanied to any meetings held under this procedure by a nominated NPC representative or in a strictly personal capacity.
evidence relating to the alleged breach of discipline will be presented. Company representatives from the appropriate level of management.17.3 Notice of Disciplinary Meeting Where investigations suggest that a breach of discipline has occurred.17.17. the employee will be provided with a minimum period of 24 hours notice in writing to attend the disciplinary meeting.Westland Helicopters Limited 2. The 28 . The employee will be advised of: • The reason for the interview and the nature of the suspected breach of discipline (this can include copies of written material to be examined at the interview). Suspension does not constitute disciplinary action and will not be viewed or recorded as such.3. Any investigation will be conducted as promptly as possible according to the circumstances. • • • Details of disciplinary cases involving trade union representatives must be reported to the Employee Relations Manager prior to any action being taken. At the disciplinary hearing. to ascertain the facts from all parties. Their right to be accompanied by a representative from a trade union or a work colleague.2 Suspension Suspension of an employee on full pay may be appropriate where the employees continued presence at work may impede the investigations into the alleged circumstances. No sanction will be imposed on a trade union representative without the matter ﬁrst being discussed with a senior or full-time ofﬁcial of the respective trade union.17.17.4 Disciplinary Hearings Managers conducting the disciplinary hearing will be accompanied by other members of management as may be appropriate.1 Preliminary matters Investigation No disciplinary action will be taken until there has been a full investigation into the circumstances. There is no right of appeal against any decision to suspend. 2.3 2. 2. 2. The investigation will be carried out by the manager/supervisor who identiﬁed the potential breach of discipline and may or may not be the same manager who conducts the disciplinary hearing.3. The names of any witnesses who will be attending. Any decision taken to suspend the employee and any details in connection with the suspension will be conﬁrmed in writing.
Previous breaches of discipline. will lead to progressively more severe disciplinary action being applied. Should the seriousness of the situation demand it. if an employee’s conduct/ performance is serious enough in the ﬁrst instance to merit it regardless of whether previous warnings have been September 2006 . attendance or performance have occurred. • Stage 1 .Issue 1 29 . with advice from the HR department as appropriate. • Stage 2 . The Recorded Oral Warning will remain valid for a period 3 months from the date of issue.Written Warning A Written Warning would normally be issued when there is a recurrence of circumstances detailed above or a continued failure to meet the standards set within the deﬁned timescale.5 Disciplinary Action In determining the disciplinary sanctions that will apply.17. there is a recurrence of circumstances or a continued failure to meet standards set or. The employee subject to the disciplinary action will be issued with a letter and a copy retained on his/her personal ﬁle for the appropriate period.Final Written Warning If. All disciplinary actions will be noted on the employee’s record. The Written Warning will remain valid for a period 12 months from the date of issue. Alternatively it may be appropriate where more serious breaches of conduct. Stage 1 or Stage 2 actions under the procedure may be omitted. Examples of the sanction that may be appropriate for each stage of the procedure can be found at Appendix 3. whether of a similar offence or of a different nature. during the identiﬁed period following a written warning.Recorded Oral Warning A Recorded Oral Warning would normally be issued where minor breaches of conduct. the company reserves the right to extend the period of any warning issued under this procedure. the employee’s previous disciplinary record will be reviewed. The decision to issue a Written Warning rests with the appropriate Manager.Employee Handbook employee will be provided full opportunity to explain their case and draw attention to mitigating circumstances. 2. Any disciplinary action taken under the formal disciplinary procedure must be conﬁrmed in writing within three working days of the disciplinary meeting. Where circumstances warrant it. The decision will rest with the appropriate level of management with advice from the HR Department as appropriate. attendance or performance have occurred. • Stage 3 .
with advice from the HR department as appropriate. within ﬁve working days of the hearing. the decision to dismiss the employee concerned (with notice) may be considered.e. not including Saturday or Sunday) of the verbal conﬁrmation. The decision to dismiss can only be taken by the appropriate Head of Department or Director with advice from the Employee Relations Manager as appropriate. a Final Written Warning may be given. normally within 5 working days. The Final Written Warning will remain valid for a period 12 months from the date of issue. The Company will then arrange for an appeal meeting to be convened as soon as is reasonably practicable. Appeals can be lodged in writing by a trade union representative or a work colleague on the employee’s behalf. by a more Senior Manager Representative than made the original disciplinary decision.Westland Helicopters Limited issued. This is a dismissal without beneﬁt of notice or pay in lieu of notice. 2.17. and in writing. the decision on the appeal will be communicated to the employee orally. the Company may summarily dismiss an employee. The decision to summarily dismiss can only be taken by the appropriate Head of Department or Director with advice from the Employee Relations Manager as appropriate. • Dismissal (with notice) If there is a further recurrence or continued failure to meet standards set within the stipulated period following the date of a Final Written Warning. 30 . • Summary Dismissal (without notice) In cases where the matter is one of gross misconduct. The employee must be informed in writing or the decision to dismiss within 5 working days of the verbal conﬁrmation. Wherever possible. The decision to issue a Final Written Warning rests with the appropriate Head of Department.6 Appeals Employees have the right to appeal against any disciplinary action taken in respect of them. The employee must be informed in writing of the decision to dismiss within 5 working days (i. Appeals against warnings should be made in writing within ﬁve working days of a formal warning letter being issued.
Employee Handbook 2. September 2006 .Issue 1 31 .7 Appeal Against Dismissal The employee or their representative should lodge their appeal with the appropriate manager within 10 working days of the issue of the termination of employment. The appeal hearing will normally be heard within 15 working days of the receipt of the letter of appeal and the employee will be given appropriate notice of the date of the hearing.17.
Westland Helicopters Limited Intentionally left blank 32 .
There are also some terms and conditions of employment. which are speciﬁc to certain Staff Categories. These are detailed in the following section.Employee Handbook SECTION 3 PAY. September 2006 .Issue 1 33 . HOURS & PENSIONS Note: There are general Terms and Conditions of Employment that apply to all employees (Non-Procedurally Covered and Procedurally Covered).
3.g.1.paragraphs 3.1.16:00 3. there are certain operational areas where special arrangements exist because food and drink are not permitted (e.1. Standard starting and ﬁnishing times for all employees (with the exception of Production staff and unless variations are otherwise identiﬁed in individual Contracts of Employment) are as follows: Monday & Tuesday Wednesday & Thursday Friday 08:30 .4 Working Time Regulations The reference period for calculating average working time and for hours of nightshift working is 17 weeks.3 and 3.17:00 14:00 . (Please refer to Shift Working/Night Shift working .12:30 12:30 .13:00 08:30 .1 3.3 Breaks Employees are advised that there are no ﬁxed breaks and are required to take breaks as necessary.Westland Helicopters Limited 3. will be calculated on the basic salary.4 below). 34 . aircraft assembly).13:00 08:30 . 3.2 Normal hours of work for Production Staff Monday – Thursday Friday 07:30 . can be found at Appendix Five and also via the HR Department. Further information regarding the application of the Working Time Regulations within the Company. unless otherwise stated in an individual’s Contract of Employment.4).3 – 4. paid leave and loss of earnings.2 Salary Salaries are based on a 37-hour week. Salary-related beneﬁts and entitlements including shift premia and overtime (see 4.12:00 07:30 .1.13:00 14:00 .17:15 14:00 . 3.16:00 In order to meet particular business requirements employees may be required to work different hours. However. Salaries will be paid on a monthly basis and in normal circumstances gross pay will be 1/12th of the annual salary.1 Hours of Work Normal Hours of Work The duration of the normal working week for all employees is 37 hours per week.
Employees wishing to stop payment of any voluntary deductions should inform the Payroll Department. the Company negotiates pay settlements directly with recognised trade unions. as part of such arrangements is the SMART Pensions Option (see Paragraph 3. to receive a non-cash beneﬁt.2.Issue 1 35 . changes to pay rates are agreed on an individual basis in accordance with any terms that may be contained within the contract of employment.6) 3. 3.Employee Handbook 3.2. Where the 24th falls on a weekend or Bank Holiday.2.2. under an Attachment of Earnings Order Queries with reference to the calculation of pay and other payments made to employees should be raised with the Payroll Department. Any overtime and/or shift premium will be paid monthly in arrears. 3.1 Salary Sacriﬁce Salary Sacriﬁce applies where an employee agrees to give up the right to receive part of their cash salary and are entitled in return. payment will be made on the nearest working day beforehand.4 Changes in Pay For Procedurally Covered Staff.2. Explanations of pay changes affecting all categories of staff will be September 2006 . These include trade union subscriptions. Employees with queries relating to other wage matters should raise them initially with their Supervisor/Manager.g.3) Those required by statute e. The following deductions will be made from employee’s salaries as appropriate: • • • • • National Insurance Contributions PAYE Income Tax Pension Contribution (if appropriate) Those agreed by the Company and personally authorised (see 3. For Non-Procedurally Covered staff. Employees will receive an itemised pay slip. The beneﬁt offered by the Company.2 Salary Administration Employee salaries for the current calendar month will be paid by credit transfer directly into the nominated Bank or Building Society Account on the 24th of each month. health insurance premiums and donations to charities. which details gross and net wages and any deductions.3 Voluntary Deductions Subject to a written request by the employee. the Company will make voluntary deductions from an employee’s salary to certain organisations.
Westland Helicopters Limited communicated by the Company and may be included in individual pay statements. 3.2.5 Changes in Relevant Personal Details It is imperative that employees notify the HR/Payroll department of any changes to any relevant personal details. The Company cannot be held responsible for any communications or payments that go astray should individuals fail to advise the HR/Payroll Department of such changes. Relevant changes include: Name, Address, Next of Kin, Marital Status, Banking Details, Qualiﬁcations, Company Telephone Number (with home telephone number optional), Box No. (at work). 3.3 3.3.1 Shift Working and Premia Shift Working In all cases, shift working is by agreement with Heads of Department based on business need. In some cases there may be speciﬁc local arrangements but in general, there are three shifts (excluding the Night Shift) in operation as outlined below. (* indicates that a 15 minute unpaid lunch break will be taken.)
Shift 1 (Double Day Shift) Shift 2 (Double Day Shift) Shift 3 (Third Shift) Monday – Thursday Friday Monday – Thursday Friday Monday – Thursday Sunday 06:00 - 14:00* 06:00 - 12:00 14:00 - 22:00* 12:00 - 18:00 22:00 - 06:00* 00:00 - 06:00
Night Shift Working Night Shift Working is by agreement with Heads of Department based on business need. The hours are outlined below (* indicates that a 30 minute unpaid lunch break will be taken.)
Monday – Wednesday Thursday 20:00 - 07:30* 20:00 - 00:00
Other Hours of Work Business requirements may result in special arrangements applying in certain areas. Where requirements arise, details are negotiated between Management and the Trade Union(s) and the agreed Hours of Work will be communicated to all employees who may be affected. Local agreements will
Employee Handbook be retained by the relevant department, the HR Department, and the Trade Union. Flexi-time may operate in some areas. Information concerning ﬂexi-time can be found in Section 4, Paragraph 4.1.4). 3.3.4 Shift Premia Shift premia is paid for inconvenience caused by unsociable hours and shift rotation and certain shift patterns attract premium rates. Where recognised shift patterns are worked (see 4.3.1) shift premia will be paid in addition to the basic rate as detailed below:
Night shift Double Day shift Third Shift 33% 25% 50%
Employees in receipt of shift premia who are required to attend approved courses/conferences, will continue to receive basic pay plus shift premium for the duration of the course/conference. 3.4 3.4.1 Overtime and Payments Deﬁnition Overtime hours are those worked by an employee at the Company’s request, which exceed normal working hours. In all cases, overtime may only be worked if authorised by relevant Heads of Department. 3.4.2 Eligibility for Overtime Payments Procedurally Covered employees who record their attendance are eligible for overtime payments, except where deﬁned in agreements between the Company and Trade Unions. Certain groups of employees qualify for special rates for overtime and/or standby and details can be found in the relevant Agreements and individual Contracts of Employment. Non-procedurally Covered employees do not qualify for payment for overtime worked. However, special rates for overtime and standby operate for certain categories of Non-Procedurally Covered employees and are as speciﬁed in individual Contracts of Employment. 3.4.3 Overtime Payments Where employees are entitled to receive payment for overtime work, overtime premia will be calculated as a proportion of the basic rate of pay. Authorised overtime will be calculated and paid as detailed on the following page.
September 2006 - Issue 1
Westland Helicopters Limited After 2 consecutive hours of weekday overtime have been worked, following a normal ﬁnishing time, a paid meal break of 20 minutes will be granted if overtime is to continue. Employees recalled to work will be paid as follows:
Between 06:00 and 21:00 Between 21:00 and 00:00 Between 00:00 and 06:00 A minimum of 2 hours at time and one half A minimum of 3 hours at time and one half A minimum of 6 hours at time and one half
Following a period which qualiﬁes the employee for overtime, time spent travelling will be eligible for premia except between the hours of 12 midnight and 06:00, when overtime will be paid at basic rate only. Employees (excluding those working shift patterns) who are required to work after midnight and clock out on/or after 00:15 hours will be paid normal overtime rates up to the time clocked out and the appropriate basic rate from the time clocked out to 06:00 hours. Overtime premia is paid on the appropriate basic rate. Column 1 determines the rate for all Procedurally Covered Staff except Production Staff. Column 2 determines the rate for Production Staff.
Column 1 Week Day Overtime Weekend Overtime (Midnight Friday to Midnight Sunday Inclusive) Night Shift Double Day Shift (06:00 – 14:00) Before 06:00 After 14:00 Double Day Shift (14:00 – 22:00) Before 1400hrs After 2200hrs Third Shift (22:00 – 06:00) Before 14:00 After 22:00 25% 50% 33.33% 50% 25% 25% 50% 25% 50% Column 2 30% 30% 30% 30% 30% 30% 30% 30% 30%
Pension Arrangements Full details of the Company’s pension arrangements can be obtained directly via the Pensions Department or via Intranet. The Company has an established Pensions Council consisting of Trade Union/Employee Representatives who meet at least twice per year in order to review and consider pensions arrangements.
Further details concerning the SMART option scheme are available via the Pensions Department.” This means that employees can choose to give up part of their salary that is currently paid as pension contribution. The employee and the Company will therefore pay lower National Insurance since it is based on a reduced salary ﬁgure. September 2006 .6 SMART Pensions The SMART (Save Money and Reduce Tax) option allows employees to make pension contributions via “salary sacriﬁce.Employee Handbook 3.Issue 1 39 . The Company would then pay the same amount into the scheme instead.
Westland Helicopters Limited Intentionally left blank 40 .
Issue 1 41 . These are detailed in the following section. HOLIDAYS & TIME OFF WORK Note: There are general Terms and Conditions of Employment that apply to all employees (Non-Procedurally Covered and Procedurally Covered). which are speciﬁc to certain Staff Categories. There are also some terms and conditions of employment. September 2006 .Employee Handbook SECTION 4 ATTENDANCE.
These are indicated below: 4. employees will be required to co-operate with work logging/ work booking procedures and record the time spent on each task/job.1.1. The system is based upon the principle of a ﬂexible day with start and ﬁnish times being chosen within the deﬁned limits. Employees must observe the attendance reporting procedures that apply to them. The Company has a procedure for considering employee requests for such ﬂexible arrangements (see Section 4.1.Westland Helicopters Limited 4.3 Job Booking Where identiﬁed. A copy of the rules and approved patterns of work are available from the HR Department. Further information can also be obtained from the HR Department or via Intranet. as follows: • • Before commencing work After completing work Employees are also required to record their attendance for any of the following reasons: • • • • 4. 42 .1 Procedurally Covered Staff All Procedurally Covered employees are required to record their attendance.4 Flexible Working Patterns The Company operates a procedure for working ‘ﬂexi-time’ for certain categories of staff and where business needs allow.1. job sharing and home working will require consideration by local line management. 4.2).1 Attendance Recording Employees must be at their workplace and ready to commence work on time and not leave before the ofﬁcial ﬁnishing time without prior authorisation. 4.2 Before leaving the Company for any reason of absence After returning to the Company following any reason of absence Before commencing overtime (if earlier than Normal/Shift/Night shift Hours) After completing overtime Non-Procedurally Covered Staff Non-procedurally covered staff are required to keep records of their hours worked in accordance with arrangements in each departmental area.5. Other alternative working patterns such as part-time working.
and agreed with their manager and the Employee Relations Manager.5 Entitlement During Year of Joining Providing that notice of such arrangements has been given prior to commencement of employment. this must be taken within the three month period following the end of the holiday year from which the leave is carried over from.2 4.e.2. cannot exceed 5 days.2.1 Holidays Basic Entitlement The holiday year runs from 1st April to 31st March and the entitlement for each year is 25 days. the arranging of holidays is subject to operational requirements and management approval. This will only be agreed in exceptional circumstances and in any event. the Company will honour existing holiday 43 September 2006 . At least one weeks notice must be given for one week taken as Annual Leave.Issue 1 . other than when an employee leaves the Company (see below 4. No payment will be made in lieu of outstanding holiday entitlement. 4. employees are required to achieve ﬁve years service in the year before the holiday year begins.6.2. • • At least one days notice must be given for one day taken as Annual Leave.).3 Holiday Notiﬁcation With the exception of emergencies.4 Carry over of Holiday Entitlement Holiday entitlement cannot be carried forward to the following year unless requested by the employee.Employee Handbook 4.2 Christmas Shutdown Three days of the basic holiday entitlement must be reserved and taken during the Christmas shutdown. In all cases.2. 4.2. Management approval must be sought prior to all holidays irrespective of duration. Where carry-over is authorised.2. 4. To qualify for 26 days leave. Employees will be expected to agree their periods of holiday with their Manager at the earliest point possible. employees are required to provide a minimum period of notice in respect of intended holiday that is equivalent to the duration of the holiday i. 4. Employees with ﬁve or more years’ service will be entitled to 26 days leave each holiday year.
In addition to the three days currently nominated for the Christmas period. For periods of less than a week. any 44 . When holiday taken exceeds the entitlement.2. the salary equivalent will be deducted from ﬁnal salary. There will be no payment in lieu of any annual leave not taken if the employee does not give the required notice of termination (see Section 8. Entitlement and payment for such holiday is calculated in accordance with the table below: JOINING IN THE MONTH OF Apr * ** 25 24 May 23 22 Jun 21 20 Jul 19 18 Aug 17 16 Sep 15 14 Oct 13 12 Nov 11 10 Dec 8 7 Jan 6 5 Feb 4 3 Mar 2 2 * ** Assuming commencement of employment is on ﬁrst working day of the month Where employment commences after ﬁrst day of the month For employees with 5 or more years’ service.6 Entitlement During Year of Leaving Holiday entitlement for leavers is calculated in accordance with the table below: LEAVING IN THE MONTH OF Apr 2 May 3 Jun 5 Jul 7 Aug 9 Sep 11 Oct 13 Nov 15 Dec 18 Jan 20 Feb 22 Mar 24 Holiday entitlement not taken prior to departure may be taken as pay. this will require 5 days from the annual leave entitlement. the Company reserves the right to nominate a fourth day over the Christmas period.1 or where dismissed on the grounds of gross misconduct see Section 2.7 Annual Leave for Shift Working For a nightshift employee to take a whole week as leave. Should this be necessary the Company will advise all employees before the end of March of each year.2.17) 4. 4. holiday entitlement will increase to 26 days per annum. In these circumstances individuals with less than 5 years service will be granted an additional day’s leave for the relevant year only. Holiday entitlement for part time employees will be on a pro-rata basis.Westland Helicopters Limited arrangements to which a new employee may already have committed.
further details can be found at Appendix 4.2).Issue 1 45 . 4.9 Sickness and Annual Leave Any employee who is absent due to certiﬁed sickness before the commencement of any scheduled holiday may postpone the holiday. all employees of the Company are required to ensure that their Manager/ Supervisor is informed of the reason and where possible. or one night taken as annual leave during shift working will count as one full day from the entitlement. 4. 4.1) and Sunday working on Shift 3 (see Section 3.8 Statutory Bank Holidays All employees are entitled to eight days of paid statutory holiday.2. This form must then be forwarded to the HR Department.3. Whilst an outline of the procedures that apply follow. September 2006 . the expected duration.3 Company Sickness Absence Procedure The Company sickness payment arrangements are designed to support employees when they are absent from work due to genuine certiﬁcated sickness.1 Sickness Absence Notiﬁcation In order to help minimise the disruptive effect of absence on operations. the Employee must complete a Company self-certiﬁcation form and obtain their Supervisor’s/Manager’s conﬁrmation. 4.2.3. Para 3. 4.3.Employee Handbook one day.2 Self-Certiﬁcation Procedure On return to work following any period of sickness/injury absence up to and including 5 consecutive working days. as soon as possible on the ﬁrst day of absence. Employees are eligible to Company Sick Pay subject to the Company arrangements for sickness certiﬁcation and sickness notiﬁcation. Para 3. These are: New Years Day Good Friday & Easter Monday May Day Late Summer Bank Holiday Christmas Day & Boxing Day Spring Bank Holiday Employees who are eligible for overtime and who are required to work during a Statutory Bank Holiday or Company nominated holiday will be paid in accordance with the terms applicable for that speciﬁc holiday. Sickness during a Bank Holiday or Annual Leave does not entitle the employee to any additional period of holiday.3. This includes Friday working on Shifts 1 and 2 (see Section 3.
g. SSP is subject to normal deductions. sickness.4 4.4. The difference between normal salary and any beneﬁts that are being received from the State. Although. SSP payments are less than normal salary.Westland Helicopters Limited 4. 4. 4. This must cover the period of absence from Day 6 of the absence until a return to work. Medical Certiﬁcates must be sent to the HR Department as soon as they become available and should continue to be supplied until the employee returns to work.4. The ﬁnal Medical Certiﬁcate must conﬁrm the date when the Employee is ﬁt to return to work. injury.2 Company Sick Pay (CSP) The CSP scheme ensures that where an employee is entitled to SSP.4. Details are set out below: Length Of Service (At The Beginning Of The Tax Year In Which The Illness/Injury Commenced) 0 . Details of Entitlements In all cases. e. employees will be paid either: • • The difference between normal salary and any SSP payment or.3. scaled according to length of service with the Company. like normal salary.1 Arrangements for Sick Pay Statutory Sick Pay (SSP) The Company has a legal obligation to ensure that Employees receive a minimum sickness/ injury payment for a period of up to 28 weeks of sickness absence. CSP is paid up to a maximum annual entitlement.8 weeks Over 8 weeks and under 1 year Over 1 year and under 3 years Over 3 years and under 5 years Over 5 years and under 10 years Over 10 years Maximum Entitlement To Company Sick Pay (In The Tax Year)* Nil 8 weeks 12 weeks 20 weeks 32 weeks 51 weeks* 4. disability or incapacity beneﬁt. the employee must obtain a Medical Certiﬁcate (Med 3) from their GP.3 46 .3 Sickness Absence of 5 Consecutive Days or More Where an Employee is absent due to sickness or injury for more than 5 consecutive working days.
5. these include the right to receive Statutory Maternity Pay.2 Family Friendly Working Further details concerning all entitlements detailed in the following sections.Issue 1 47 .1 Maternity Leave The Company provides beneﬁts in line with the current legislation. are available from the HR Department or via Intranet. It is not intended that any employee should be allowed more paid time off than can be considered reasonable or necessary. This leave should be taken as a single block and within the ﬁrst 8 weeks of childbirth. 4. The ﬁrst week will be paid at the employee’s basic salary and the second week at the statutory paternity pay rate. and the right to return to work. September 2006 . 4. including respective request forms. Medical and Dental appointments should be: • • • outside of the normal working day conﬁned to the beginning or end of the working day where ﬂexi-time operates. Where possible.g. Subject to certain qualifying conditions. Therefore.2 Paternity Leave The Company will offer 2 weeks paid paternity leave.2. Employees are expected to use their annual leave entitlement in order to take any further paid time off for related reasons. Employees will normally be expected to start the shift and/or return to work after the appointment.2.Employee Handbook * This includes holiday entitlement.5. outside of the ‘core period.5.5.1 Authorised Absence Medical and Dental Appointments The Company will provide paid time off work for employees to attend medical/ dental appointments for treatment/diagnosis which cannot be provided by the Company’s Occupational Health Department and cannot be reasonably arranged outside working hours. 4.’ Upon request employees should provide evidence of appointment e. employees exhausting the 51 week period shall not qualify for further holiday entitlement until after a return to work. appointment cards or letter of conﬁrmation.5 4. 4.
by the Manager/Supervisor. No more than four weeks can be taken in one year and time off must be taken in blocks of one week.5. Employees wishing to take parental leave should provide the Company with at least 21 days notice of their intention to take leave.6 Special Leave If an employee needs to be absent during normal working hours and the absence is not covered by the leave arrangements outlined in Section 4.2.5 Flexible Working Requests All employees with young or disabled children have the right to request ﬂexible working arrangements in order to care for their child. subject to meeting a number of qualifying conditions.5.Westland Helicopters Limited 4. The employee must seek permission from their Manager and the reasons will be taken into consideration in deciding whether Special Leave is applicable.2. Such leave must be approved. Parents of disabled children have a right to take up to 18 weeks unpaid leave up until the child’s eighteenth birthday.3 Parental Leave All employees who have parental responsibilities are entitled to take up to 13 weeks unpaid leave for each child up to their ﬁfth birthday.6.4 Adoption Leave Adoption leave and pay may allow one member of an adoptive couple to take paid time off work when their new child starts to live with them. 4.3).6 Dependant Leave An employee is entitled to take unpaid time off in order to deal with any issues or emergencies involving dependants. The circumstances where Special Leave may be granted are in the following sections (4. 4.6.5. in writing. 4. or an adopter’s partner.2. Paternity leave and pay may be available for the other member of the couple.17). 4. before the date on which the leave is due to start.2. 48 . the employee may be entitled to discretionary special leave.5. The standard form must be completed for all Special Leave requests which is available from the HR Department or via Intranet.1 to 4.5 above. Leaving Company premises without permission will be regarded as a breach of discipline and the matter will be referred to the Disciplinary procedure (section 2.
Issue 1 49 . Managers must inform a member of the HR Department of any decisions made. civil or common-law partner. In the case of the Part Time Fire Service.1 Bereavement Leave At the discretion of the Company paid leave (at basic rate of pay) will be granted for bereavement as follows: Spouse. sisters. Son or Daughter in-law Grandparents Up to 1 day Up to 1 day Other cases will be considered on an individual basis and where agreed by the Manager. Reasonable time off during normal working hours will be at basic pay.Employee Handbook 4. Special Leave may be granted up to a maximum of 5 days Father/Mother-in law. daughter 1 day to attend a funeral 1 further day in cases of extended travel In exceptional circumstances.2 4. September 2006 .2 Part Time Fire Service.1 Public/Civic Duties Those covered by legislation (Parish/District/County Councillors. brothers.6.6. less any allowances claimable for loss of earnings.2. parents. Time-off will not be granted for training requirements.6. Magistrates.2. Tribunal Members. Further information is available via the HR Department/Intranet. reasonable paid time off may be granted. 4. 4. Special Constabulary Service Employees must seek approval from their Manager prior to becoming a member of these services. approval will only be granted on a selective basis.6. Where time off is necessary during normal working hours this will be paid at basic rate. son. less any allowances claimable for loss of earnings. Applications should be made. using the Special Leave request form available via Intranet. employees must seek approval from the Company. Brother/Sister in-law. Governor of Educational Establishment): Prior to accepting nomination or selection for such duties.
Leave will either be without pay or taken from the Annual Leave entitlement. The only exception to this is Polling Day when Special Leave will be paid at basic rates of pay. 4. The Company reserves the right not to grant leave of absence in certain circumstances.5 Jury Service or Subpoenaed Witness Ofﬁcial notiﬁcation to attend Court is normally sent to an employee’s home address.3 General/By Elections Before accepting any nomination an employee should apply for Special Leave. The Courts will pay an allowance for loss of earnings and you are required to notify the HR Department of this payment. attaching any summons. If it is not possible to substitute from Annual Leave entitlement. accompanied by ofﬁcial notiﬁcation to attend. excessive absence levels. in writing.4 Reserve Forces (Relates to Army. or poor performance.g.2. Navy & Air Force Reserve Forces Only) Prior to joining a Reserve Force employees must seek approval from the Company. 50 .2.6 Other Court Attendance Court attendance (other than 4.6. to their Manager. 4. in writing. e. Leave to attend training/activities will be paid at basic rate and may be approved up to the following maxima per annum: DURATION OF COURSE Up to 10 working days 10 or more working days MAXIMUM SPECIAL LEAVE 5 days 8 days Any further absence required to attend training/activities will be taken from Annual Leave (not Flexi Leave) entitlement. Requests for such attendance should be made using the Special Leave request form.6. The Company will then adjust your salary to ensure that your normal basic salary is retained.6. Application should be made.5 above) will be taken as annual leave.6.Westland Helicopters Limited 4.6. to the Employee Relations Manager via the Employee’s Manager. 4. workload.2.2. any leave taken will be unpaid. Employees must seek the approval of the Company giving reasonable notice before attending Reserve Forces activities. Applications should be made in using the Special Leave request form.2.
is subject to a number of conditions. The Employee Relations Manager must be consulted on each occasion that such time-off is requested. 4. However. Similarly. who are accredited representatives of a recognised trade union.7 House Moves New employees who are relocating from a distance of more than 30 miles radius from their normal place of work will be entitled to two days special paid leave to move house as speciﬁed in a Relocation Contract. in either case.Employee Handbook 4. should an employee reach the ﬁnals of a national competition/ event. which the Company will operate in accordance with the relevant ACAS Code of Practice.3 Sporting Activities Leave of absence will not generally be granted for sporting activities. including Health and Safety representation. unless annual leave is taken. In these extreme circumstances. such employees have a statutory right to reasonable unpaid time-off from work for taking part in trade union activities. September 2006 . 4.6.Issue 1 51 . leave of absence may be granted at basic pay. Long Term Assignments are from 6 months to 3 years duration.9 Trade Union Representation Employees. salary is not payable. The right to time-off. or represent/ofﬁciate for their Country at international level. Employees arriving late will be paid from normal starting time provided they arrive within a reasonable time.8 Inclement Weather The Company will determine the days when the Inclement Weather policy applies. Existing employees are not entitled to Special Leave to move house unless requested to relocate by the Company. have a statutory right to reasonable paid time-off from work to carry out trade union duties and to undertake trade union training. 4. the Company will close and employees will be paid.10 Off Site Working Off site working is deﬁned as follows: • • Short Term Assignments are from 1 day to 6 months duration. When the policy has not been applied and employees are unable to attend work or leave work early due to Inclement Weather. 4.
liabilities or losses. correct visas and access documents are obtained. When travelling by car. and accommodation) must be approved on a Travel & Advance Request form. When approved. Where private cars are used. Before departure. in advance of travel.Westland Helicopters Limited 4. air. 4. in the event of private cars being used employees must check that their insurance covers business use prior to departure as the Company will not accept any responsibility for damage. 4. Those employees whose Contract of Employment stipulates that they may be required to work for extended periods of time outside the UK are reminded that if. for any reason.10. they are unable or unwilling to work outside the UK when required to do so. the Company and the employee will ensure that appropriate cover for medical insurance.3. to the Travel Ofﬁce on site who will make the necessary booking arrangements.g. journeys should not exceed 150 miles. 52 . a policy and guidelines are in place which establish the principles. details should be forwarded. inoculations. Accordingly.10. rail.10.General If any employee is required to visit another establishment or work away from home.1 Travel & Expenses Travel . Further details are available via the HR Department or Intranet.2 Overseas Assignments It is the intention of the Company to ensure that all overseas assignments are beneﬁcial to both the development of the individual and the Company.3 4. the Company is entitled to review their continued employment. All Company business travel requirements (e. ﬁnancial remuneration and operating procedures concerning all international assignments. Other terms and conditions for the same period will be agreed between the employee and the Company.1 UK The Inland Revenue approved daily rate will apply for working off site in the UK for periods in excess of 30 consecutive days.10. However. expenses can be claimed at ﬁxed rates. car. It is the responsibility of the Company to ensure that common standards are applied consistently in an equitable and fair manner to all assignees. employees are always encouraged to use Company/ Pool Cars when on Company business.
the responsibility for any penalty issued shall be borne by the driver to whom the vehicle was assigned at the time of the offence.2 Use of Vehicles on Company Business When travel by car is authorised by a Manager. In all instances.Issue 1 53 .3 Expenses All expenses/subsistence claims will be reimbursed provided they have been necessarily incurred as a result of Company business and are claimed on the appropriate Expense Claim form accompanied by receipts.4 Business Travel Insurance The Company insures all UK based employees wherever they are required to travel on Company business.Employee Handbook 4. Aircrew and Flight Test Engineers are covered under separate arrangements in respect of accidents occurring during ﬂying operations. Where appropriate. Company Pilots. Where employees are authorised to use a leased or commercial vehicle in the execution of their duties. Where any trafﬁc regulation is breached by an employee. The Company pays a ﬁxed mileage allowance (revised from time to time and published via Company Notice) to employees on Company business. a pool car or hire car should be used wherever possible.3. Further details concerning travel and expenses can be located via Intranet.10. September 2006 . employees must observe the necessary insurance and licence requirements. a log book should be completed to record the details of the journey including destination. a risk assessment shall be completed prior to any journey undertaken. and details of start and ﬁnish mileages. Further details can be located via Intranet.3. 4. 4. Expense Claim forms must be signed by an Authorised Signatory. date.10.10.
Westland Helicopters Limited Intentionally left blank 54 .
Issue 1 55 .Employee Handbook SECTION 5 EMPLOYEE BENEFITS September 2006 .
Full details of the schemes available may be obtained through the HR Department. Quarterly updates on performance are available via intranet. All reimbursements of travel and certain other expenses will be made in accordance with the Company Travel and Expenses Policy (PER 5. the inclusion of an organisation in the Directory does not constitute an endorsement by the Company. Current employees transferring. Further details are available via Intranet.4 Company Bonus Scheme The Company operates a Bonus Scheme for all employees. employees may be able to claim subsistence allowances to compensate for costs incurred off site whilst on Company Business.1). 56 .1 Relocation and Subsistence Allowance The Company operates a relocation scheme.5 Employee Beneﬁt Scheme The Employee Beneﬁt Scheme enables employees to receive beneﬁts on a range of products and services from both local and national organisations. to other locations or subsidiary Companies within the group may also be eligible to payment of the Relocation and Subsistence Allowance. 5. In addition. and is not intended to confer contractual rights on individuals. new employees may be eligible to payment of a Relocation and Subsistence Allowance. the aim of which is to assist new employees joining the Company. The policy covers details of arrangements concerning all rail and air travel and hotel accommodation requirements arising from Company Business. A Staff Beneﬁt Directory is issued to all employees providing details. at the Company’s request. Details of the scheme. 5. which is entirely discretionary. 5. Further details will be made available to those eligible as part of any offer of employment. will be subject to announcement via the HR Department. 5.Westland Helicopters Limited 5. The Company cannot accept the responsibility for the accuracy of the advertisements that appear in the Staff Beneﬁt Directory. Subject to the qualifying conditions.3 Private Health Care The Company offers several private health cover schemes to enable employees to obtain a variety of medical beneﬁts at a discounted rate for themselves and other family members. Copies of the Staff Beneﬁt Directory are also available from the HR Department.2 Travel and Subsistence Whilst on Company Business In certain circumstances.
sequence dancing. Deductions for the Club Lottery can also be applied in the same way. employees will need to obtain a corporate childcare voucher pack by telephoning Busy Bees via Freephone 08000 430 860. yoga. Group Christian Fellowship. It is open between the hours of 08:30 and 17:30 Monday to Friday. football.7 Long Service Awards Employees of the Company will be presented with a Long Service Award on completion of 25 and 40 years continuous service with the Company (This may include service with other legally associated Companies).Employee Handbook 5. road running/jogging. cricket. Full details are available from their on-site ofﬁce which is situated at the Westland Road entrance. judo. The LSA holds a reunion evening once a year. The Club offers facilities incorporating two bars. indoor sports hall. riﬂe and pistol shooting. An annual Long Service Awards Ceremony will be held and employees become life long members of the Long Service Association (LSA). Subscriptions may be deducted at source from employees’ salaries. caravan and camping. tennis. All forms for vouchers need to be forwarded to the Payroll Department by the 1st of the month. bridge. 5. Club activities include aeromodelling. squash. which offers savings for a wide range of childcare options. Application forms for both are available from the HR Department or the Reception Desk at the Club. motor cycles (classic). a large ballroom. plus approximately 75 acres of sports ground and a food service lunch times and evenings. a function room.Issue 1 57 .8 Westland Leisure Complex Membership of The Westland Leisure Complex is open to all employees and their families. karate.9 Car Rental Discounted car rental facilities are offered to all employees by Hertz Car Rental. three squash courts. river angling. table tennis. 5. sub aqua. 5. keep ﬁt.6 Busy Bee Childcare Schemes The Company supports the Busy Bee Childcare Scheme. and modern ballroom dancing. Various social events for all ages and tastes are arranged on a weekly basis and include some of the top names in the world of entertainment. skittle alleys. The process is administered by the HR Department and the presentation of Awards will take place annually. bowls. September 2006 . badminton. billiards and snooker. skittles. Further details can be obtained from the Payroll Department. hockey (ladies). horticulture and allotments. In order to claim vouchers. model engineering.
Westland Helicopters Limited 5. subject to certain terms and conditions.5 above) 58 .10 Mortgage and Loan Schemes Discounted Mortgage and Loan Schemes are available to employees. Details concerning those companies offering these particular beneﬁts can be found in the Employee Beneﬁt Scheme Handbook (see 5.
Employee Handbook SECTION 6 CAREER DEVELOPMENT September 2006 .Issue 1 59 .
hours of work and any additional information as required. From time to time. 6.3 Vacancies. the Company seeks to promote from within. speciﬁc health and safety requirements/emergency procedures.2 Company Induction A comprehensive Company Induction Programme is provided for all new employees covering the following key areas: • • • • • • • • Organisation including Mission & Culture Health and Safety Site Management Company Operating System Training & Development History of Westland Helicopters Limited Export Control Business Systems Additional areas of interest are included in the programme as required. secondment opportunities may 60 . Promotion within the Company is always merit-based and how far an individual progresses will depend upon ability and a willingness to accept additional responsibility. it is not normally permissible for an employee to transfer to another position within the ﬁrst 12 months of joining the Company. Internal vacancies are advertised on Notice Boards and via Intranet as and when they arise. Promotion and Transfer Wherever possible. Employees are free to apply for any posts deemed suitable. The Company offers a range of interesting roles and signiﬁcant opportunities that allow employees to gain experiences and develop new skills.4 Secondments Employees may be able to widen their experience by working elsewhere for a deﬁned period of time.1 General It is the Company’s policy to encourage the education and training of all employees with a view to increasing personal capability and enhancing prospects for development and/or promotion within the Company. Managers are responsible for local departmental induction. 6.Westland Helicopters Limited 6. which includes an overview of all departmental facilities. However. 6.
Issue 1 61 .Employee Handbook arise which offer individuals the chance to take up posts in other parts of the organisation. Terms and conditions for secondments are agreed between employees and the Company prior to commencement or departure if outside of the UK. 6. with full support available from the Training & Development Department. September 2006 .5 Training and Development To meet business needs and in order to remain competitive the Company seeks to develop the business. The responsibility for employee training and development lies with Line Managers.5. 6. national and regulatory authority standards where applicable.5. Line Managers will ensure that employee coaching and mentoring is part of standard management practice along with providing suitable opportunities to review employee performance and behaviour. Opportunities to undertake secondment opportunities may arise in other Departments or in other locations within or outside of the UK. 6.2 Employees Training and development of the Company’s employees is a continuous and key process and one which underpins the achievement of business objectives.1 Young People Programmes Young people are recruited to the business in the following areas: • • • • • • • Engineering Apprentices Technician Apprentices Business Administration Trainees Business Support Trainees Business Engineering Undergraduates Business Undergraduates Post Graduate Trainees Programmes are structured to satisfy internal short to medium term recruitment requirements and comply fully with awarding body. technical and personal skills of its employees by establishing and maintaining effective training programmes and support at all levels.
Details regarding opening times are posted via Intranet.g.6 Open Learning Centre The Learning Centre is a facility available to all employees who wish to develop technical and personal skills in order to: • • • • Learn a language Enhance a job-related skill (e. This may include consideration of a range of options including formal training programmes. Managers will contact the Training Department in order to review any training needs and to help identify the most appropriate solution. which will be conducted with their Line Manager. Further details of the Training Department’s activities can also be located via Intranet.Westland Helicopters Limited Employees should address any training requirements through Performance and Development Reviews (PDRs) and/or formal work review discussions. PC skills) Assist personal and professional development Broaden their knowledge on a particular topic The Learning Centre is located in the Training Department (Building 247). on-the-job training. 62 . secondments. 6. 6. Where required. etc.7 Further Information Further information concerning Training and Development and any other associated aspects are available directly from the Training Department situated in Building 247.
Employee Handbook SECTION 7 EMPLOYEE SERVICES & FACILITIES September 2006 .Issue 1 63 .
64 . The service includes hot meals and light refreshments which are available in restaurants during speciﬁed times. information will be provided about organisations or individuals who can provide specialist services or help. Where appropriate. The Centre is open at all times during normal working hours and all individuals will be seen and treated in order of clinical priority. Refreshments and snacks are available from vending machines and/or onsite shops whose opening hours are displayed.1 Welfare Services Employees who require advice and support on personal and conﬁdential matters should contact the Occupational Health Centre or the Employee Support Ofﬁcer (x2848). For further information.Westland Helicopters Limited 7.3 Occupational Health Centre The Company provides an Occupational Health Centre. protective clothing and overalls must be removed before using the restaurant. In the interest of hygiene. The Company cannot accept liability for any advice that may be given by these organisations or individuals. 7. which is staffed by qualiﬁed personnel.2 Health and Welfare Society The objectives of the Society are to relieve ﬁnancial distress of members (or their dependants) who experience hardship. 7. sickness or bereavement. 7. employees should contact the Occupational Health Centre.5 Catering and Vending The Company provides catering and vending facilities where a variety of meals and snacks are available. Other services such as dry cleaning and photo processing are also available through these outlets. Details of dates and locations of the Unit are posted on Company Notice Boards prior to arrival. Membership is available to any permanent employee of the Company and full details can be obtained via the HR Department or Intranet. 7. all cases of non-work related illnesses or injuries will be seen during the periods 10:00 to 12:00 and 14:00 to 16:00 Monday to Friday.4 Blood Donors A unit of the Blood Transfusion Service regularly visits the Company. The Centre aims to render primary treatment in all cases of accident and sickness that may occur on site and to assist in the prevention of accidents and sickness. Whilst emergencies will be covered at all times.
6 Tool Club The Company provides facilities to a nominated supplier of tools. The Finmeccanica Innovation Scheme compliments this scheme and further details can also be found via Intranet. supplies or cost Improvements in processes/procedures Further details of the scheme and entry form can be obtained via the HR Department or via Intranet. September 2006 . The scheme is open to all employees of Westland Helicopters Limited. There is also a Park and Ride scheme in operation from the Bunford Car Park on a main route around the site. For further information concerning the parking of vehicles on site generally.Employee Handbook 7.3 The Company actively encourages employees to car share where possible.12. protective clothing and footwear and items which are required for work may be purchased on special terms. Areas that will receive consideration for an award include the following: • • • Increasing efﬁciency Savings in labour. either as individuals or teams.7 Car Parking and Lift Sharing Car parks are provided outside the perimeter of the site for use by employees at their own risk. materials. 7. 7. Payment for any purchases made by employees may be deducted through the payroll on written request.Issue 1 65 . Details of the lift sharing advertising scheme can be found via the Intranet. please refer to Section 2.8 IDEAS Scheme The IDEAS scheme operates in order to recognise and reward ideas for continuous improvement. to suggest ways of improving working practices beyond the scope of their normal job.
at their own risk. to park their cycles. The Company shall not be liable for the loss or theft of cycles or any other personal property left on or near these racks.10 Cycle Racks There are a number of racks strategically placed around the site for employees. 7.Westland Helicopters Limited 7.9 Gates .Opening Times SUN MON TUE WED THUR FRI SAT (24 Hour Clock) MAIN GATE WHARF GATE WESTLAND ROAD GATE BUNFORD GATE OPEN OPEN CLOSE OPEN CLOSE OPEN CLOSE OPEN CLOSE 04:30 23:59 05:30 14:15 C L O S E D 04:30 23:59 05:45 22:15 05:45 19:30 21:45 22:15 24 HOURS A DAY 04:30 23:59 05:45 22:15 05:45 19:30 21:45 22:15 04:30 23:59 05:45 22:15 05:45 19:30 21:45 22:15 04:30 23:59 05:45 22:15 05:45 19:30 21:45 22:15 CLOSED 04:30 23:59 05:45 20:30 05:45 19:30 04:30 19:00 05:30 14:15 05:45 19:30 Opening and closing times during Bank Holidays will be identiﬁed at each gate immediately prior to the Bank Holiday. 66 .
Issue 1 67 .Employee Handbook SECTION 8 END OF SERVICE AND RETIREMENT September 2006 .
Invitations are issued through the HR Department during the last year of employment. Employees will also be advised of the procedure that applies should they wish to request to continue working beyond the age of 65. 68 . all employees who wish to terminate their employment are required to give the Company one calendar month’s notice of termination of employment.2 Retirement Employees will receive written notiﬁcation of their intended retirement prior to their proposed retirement date. 8.4 years 4 – 12 years 12 or more years NOTICE PERIOD 4 weeks 1 week for each year 12 weeks 8. the employee’s normal rate of pay will be maintained.1. 8.2 Notice Period Required from the Company Except in cases of gross misconduct or unless speciﬁed otherwise in an individual’s contract of employment.1 8.Westland Helicopters Limited 8.1.3 Termination Process Once termination of employment is conﬁrmed.4 Pre-Retirement Courses To help prepare employees for retirement. the Company will give the following minimum period of written notice: LENGTH OF SERVICE 4 weeks . 8. the Company invites all employees and their partners to attend a one-week course free of charge. This should be in writing to the Manager and HR Department. then employees will be issued with a Termination Pack by the HR Department. The Company will consider all requests that are compliant with Company policy and the relevant legal requirements.1. 8. completion of which will facilitate the leaver’s process.3 Early Retirement Early retirement is available and further information can be obtained via the Pensions Department. Details of the Company’s retirement procedure will be provided to employees at the time of written notiﬁcation of their intended retirement. While attending an authorised pre-retirement course.1 Termination of Employment Notice Period Required from the Employee Unless otherwise stated in an individual’s Contract of Employment.
September 2006 . Further details are available through the HR Department.5 Retirement Association All retired employees are eligible to become members of the Retirement Association.Issue 1 69 .Employee Handbook 8.
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Issue 1 71 .Employee Handbook APPENDICES September 2006 .
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The Objectives There are ﬁve primary joint business objectives: • • • • • To deliver our helicopter programmes to the MoD faster. The agreement lasts for 10 years and will be reviewed every two years.Employee Handbook Appendix 1 AgustaWestland/Ministry of Defence Strategic Partnering Arrangement 1. reducing acquisition and support costs and increasing the availability of helicopters to the front line. cheaper and better.Issue 1 . Background The MoD and AW have a common objective to provide the armed forces with world class helicopter capability and support. The Defence Industrial Strategy recognised that it was in the mutual interest of both two organisations to work together more closely. To continually increase the availability and capability of our helicopters and systems for the MoD throughout their service life To improve AW’s delivery performance so that our customers get increased value for money To improve MoD’s and AW’s business relationship such that the MoD’s costs for buying and supporting helicopters come down To develop a strong business base so that the core technical skills that are required to support our MoD helicopters are effectively maintained in the UK To support these primary objectives AW and MoD are committing to four additional objectives: • • To establish a strategic planning process To implement a programme of both joint and separate Business Transformation 73 September 2006 . On 22nd June 2006 AgustaWestland and MoD agreed an innovative and groundbreaking Strategic Partnering Arrangement (SPA) focused on improving the speed of delivery of new programmes. 2. 3. Scope of the SPA The scope of SPA covers all Rotary Wing activity relating to AW platforms and services across their life cycle.
aircraft availability and Design Authority sustainment. elements of it have been drawn down into a Business Transformation Incentivisation Agreement (BTIA). cost reduction. 74 . 5. schedule adherence. the strategic direction of partnering and output performance Rotary Wing Strategic Management Group (RWSMG) covering the main AW/MoD stakeholder groups. covering responsiveness. respect and trust To create a working environment that rewards joint improvements in delivering products. honesty. This contractual agreement identiﬁes key milestone targets over the next three years. 3777. To develop working relationships built on openness. services and capabilities The Business Transformation and Incentivisation Agreement To support to the SPA objectives. This group will lead the strategic planning process.Westland Helicopters Limited • • 4. The Joint Partnering and Relationships Team (JPART) which will help facilitate the implementation of partnering and report performance to the SMG and PPG • For further information please contact Joint Partnering and Relationships Team (JPART) on ext. Governance Strategic Partnering will be driven by three key bodies: • • The Partnering Policy Group (PPG) focusing on partnering policy.
3. It is intended as guidance for Management and employees. Purpose This policy and procedure outlines how to deal with incidents of harassment and bullying.1 Deﬁnitions Harassment Harassment is a form of employee misconduct. Harassment can be caused by one single incident or can be the result of actions over time. 2. Speciﬁc examples of harassment may include. coercion. but not be limited to: • Offensive language. disciplinary action will be taken. use of e-mail or internet in a way which causes offence to the recipient(s). innuendoes. The aim of the policy is to identify a procedure to be followed if an individual wishes to make a complaint of harassment or bullying at work. including communication of pornography or inappropriate literature. It includes any unwanted verbal. non-verbal physical or suggestive conduct/action. derogatory remarks. It is unlawful and the Company will not condone any form of harassment at work. sectarian remarks. display of offensive/objectionable literature or pictures.Employee Handbook Appendix 2 Dignity at Work Policy 1. obscene gestures. If harassment or bullying does occur then these procedures will be readily available and where there is a case to answer.2 75 . Bullying can take various forms and examples prohibited by this policy include but not limited to: September 2006 . This policy is not intended to create contractual rights and the Company may amend or terminate the policy at any time. which is considered objectionable by the recipient. 3. mockery. Scope This policy applies to all employees of WHL. directed at one or more individuals. Bullying Bullying can be deﬁned as persistent behaviour directed against an individual or group of individuals which creates a threatening or intimidating environment at work and which undermines the conﬁdence or self-esteem of the recipient. pestering.Issue 1 3.
Any employee seeking initial advice and counselling will be protected from victimisation. The Company will therefore provide awareness training to individuals with Management and supervisory responsibilities in order to promote good practice. Advice and Counselling An employee wishing to obtain advice concerning any issue within the scope of this policy or the procedure contained within it. criticism of others in front of work colleagues. threatening or insulting colleagues. will follow. 76 . 4. • • • 5. Grievance and Disciplinary Procedures Equal Opportunity Policy Electronic Communications Policy Responsibilities It is the responsibility of every employee to ensure that harassment does not occur at work and to conduct themselves in accordance with this policy and the overall Company Code of Conduct.Westland Helicopters Limited • Verbal abuse. may contact either: • • • their Supervisor/Manager their HR Adviser their trade union representative Where an employee would prefer to discuss an issue with someone of the same sex or ethnicity. Where allegations are found to have been made in bad faith following the outcome of an investigation. physical abuse. 6. Bullying does not include the normal responsibilities of Management to tackle incidences of employee misconduct or poor work performance via the use of established disciplinary and performance procedures. appropriate disciplinary action. The Company is responsible for ensuring that the policy is implemented and corrective action is taken to ensure compliance with it. the Company will make suitable arrangements. All employees are responsible for acting in good faith. Associated Policy and Procedures Code of Conduct. Requests for advice will not affect an employee’s right to pursue either an informal or formal complaint. which includes dismissal. recognising the impact that false accusation of harassment and bullying may have on innocent individuals. exclusion of others from work-related events or social activities.
which is available via your HR Adviser. arrange to meeting with the employee who will be given the opportunity to invite a trade union representative or a colleague to be present to offer support. In circumstances where employees may feel uncomfortable in making any initial approach. Formal Procedure If it has not been possible to resolve the matter informally or the conduct continues the employee may make a formal written complaint. the Company may determine that formal action is required in spite of the wishes of the complainant. for the employee to explain clearly to the person engaging in the unwanted conduct that the behaviour in question is not welcome. Upon receipt of the written complaint.Employee Handbook The decision to initiate any complaint either informally or formally. Informal Procedure Most recipients of harassment may simply want harassment to stop. the HR representative will take the following actions: • Within 5 working days. employees should attempt to resolve the problem informally in the ﬁrst instance. must be provided. All details requested in the form. that it offends them or makes them uncomfortable and that it interferes with their work. Depending on the nature of the problem. they may wish to seek advice or support from their Manager. 8. trade union representative. no disciplinary action will be taken against an employee whom it is alleged participated in conduct or behaviour that the recipient found to be unwanted or unacceptable. Clarify the details of the complaint and take further details in writing using form HAR1. Any discussion that takes place will be strictly conﬁdential.Issue 1 77 . If possible. will rest with the employee concerned. The written complaint should be addressed to a HR Adviser and where applicable. or nominated HR Adviser. using a standard form (HAR1). It should be noted that where the allegation is sufﬁciently serious or is indicative of a pattern of complaints. their trade union representative. 7. Where the matter is resolved informally. it may be possible and sufﬁcient. • September 2006 .
absences due to holidays. This policy will be kept under regular review in order to evaluate it effectiveness. minutes or any other records taken following referral of matters to the procedures outlined in this policy will be treated as conﬁdential wherever possible. Where any disciplinary action is taken against an individual on the basis that there was found to be a case to answer following investigations into a complaint. 10.Westland Helicopters Limited • Explain that an investigation into the complaint will take place as promptly as possible and as far as is practicable. conﬁdentially. 78 . ensuring that the rights of all are protected. Harassment in any form will not be tolerated and where investigations indicate that there is a case to answer.17 of the Company Handbook). the matter will be referred to the Company’s Code of Conduct and Disciplinary Procedure (see Section 2. The Company will take reasonable steps . Right to Appeal Where an informal or formal complaint has been made in accordance with the above procedure and the employee is dissatisﬁed with the outcome. appeals will be held in accordance with the Company Disciplinary procedure. Monitoring and Review The HR Adviser/ER Manager will arrange for complaints to be followed up in order to ensure that harassment has been discontinued and that there has been no victimisation as a consequence of the complaint and any subsequent actions taken. appeals should be addressed in writing to the Employee Relations Manager within 5 working days of receiving notiﬁcation of the Company’s decision. Any appeal will normally take place within 5 working days of receipt of the written notiﬁcation. 11. 9. sickness. Conﬁdentiality All notes.to ensure that the employee is advised of the Company’s decision in writing following the outcome of the investigation within 5 working days following the initial investigative meeting. or Company business permitting .
Written Warning • • • Repeated minor misconduct as indicated above. Timekeeping which has been monitored and found to be unacceptable. customers or authorised visitors.Employee Handbook Appendix 3 Examples of Disciplinary Sanctions Stage 1 . Very serious misconduct that does not constitute “gross misconduct”. Theft.Recorded Oral Warning • • • • Attendance at work which has been monitored and found to be unacceptable. assault.g. damage or injury. leave records. Stage 3 . disruptive conduct or behaviour towards work and/or colleagues. Attitude.Final Written Warning: • • Repeated minor or serious misconduct as indicated above. Examples of Gross Misconduct: • • • Serious negligence that could or does result in unacceptable loss. Stage 2 . timekeeping records.Issue 1 . Breach of the Company’s rules or operating procedures. falsiﬁcation of Company records (e. customers or authorised visitors or attempts to commit such offences. Fighting. threatening. its employees. fraud. the decision to dismiss the employee concerned (with notice) may be considered. Refusal to carry out a reasonable instruction. Deliberate or reckless damage to the property of the Company. its employees. expense claims) or any dishonesty involving the Company. Dismissal (with notice): • A further recurrence or continued failure to meet standards set within the stipulated period following the date of a Final Written Warning. abusive or bullying behaviour. lack of training or a genuine health problem is the major cause. harassment. 79 • September 2006 . Minor performance problems where it is identiﬁed that neither inexperience.
80 . Being unﬁt for work through alcohol or illegal drugs or in possession of the same.Westland Helicopters Limited • Violation of Company IT security policies. procedures or practices which results in unauthorised access to or serious misuse/inappropriate use of a Company computer systems or of data contained on them. Serious breach of conﬁdence. Infringement of health and safety rules likely to seriously endanger the health and safety of the employee or any other person including smoking in proximity to particular processes or particular locations where doing so is likely to seriously endanger the employee and others. • • • Please note that for all levels of warning the above examples are intended as a guide and are not exhaustive lists. unauthorised disclosure of conﬁdential information or commercially sensitive information (subject to the deﬁnition of a “protected disclosure” under the Public Interest (Disclosure) Act 1998).
Issue 1 81 .Employee Handbook Sickness Absence Self-Certiﬁcation Procedure Appendix 4 September 2006 .
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Appendix 5 Working Time Regulations
The Company has an established policy regarding Working Time and all WHL employees are required to adhere to the rules, as follows: 1. Deﬁnition of working time Working time is the time when employees are working at the Company’s disposal and carrying out activities/duties in accordance with their job description. This will include: • • • • Authorised overtime Travelling on Company business during normal working hours Time spent attending a call-out activity (including travelling) Training courses during normal working hours
Excluded from working time calculations are: • • • 2. Lunch/rest breaks and unauthorised overtime Travelling on Company business outside normal working hours Time spent on standby Recording of Hours Worked Employees will be required to record their working time via the established departmental arrangement. Managers are required to keep records for a period of at least two years. 3. Calculating Average Hours Worked Managers and employees will be responsible for ensuring employees do not exceed the average 48 hour week over a consecutive 17 week reference period commencing immediately at the end of the previous period. Further details are available via the HR Department. 4. Rest Breaks/Periods Employees are entitled to rest breaks/periods, as follows: For Employees 18+ Years of Age • Weekly rest periods will not be less than 24 consecutive hours in each 7 day period or 48 consecutive hours in each 14 day period. 83
September 2006 - Issue 1
Westland Helicopters Limited • • Daily rest periods will not be less than 11 consecutive hours in each 24 hour period. Rest breaks are as identiﬁed in Section 3 of this handbook. The rest break cannot be added to the start or end of a working pattern.
For Employees Under 18 Years of Age • • • Weekly rest periods will not be less than 48 consecutive hours in each 7 day period. Daily rest periods will not be less than 12 consecutive hours in each 24 hour period. Where more than 4.5 hours are worked, employees under the age of 18 are entitled to an uninterrupted break of 30 minutes. This cannot be added to the start or end of a working pattern and will be accommodated within the current start and ﬁnish times of core shift patterns. Night Workers The deﬁnition of “night worker” is any employee whose daily working time includes at least three hours of work between the hours of 11.00 pm and 6.00 am on a regular basis or for the majority of the 17 week reference period. Rules regarding night workers are as follows: • Normal hours of work (excluding overtime) must not exceed an average of 8 hours within any 24 hour period, other than where accepted between both parties as part of an agreed shift pattern. Where the work is deemed to involve heavy mental or physical strain following a risk assessment, no more than 8 hours can be worked in any 24 hour period. Night workers will be entitled to a free health assessment when commencing night work and once per year, thereafter. Opt out The Company will not encourage employees to opt out of the Working Time Regulations. However, employees wishing to exclude themselves should contact the HR Department. 7. Further Information Further information regarding the Working Time Regulations is available through Heads of Departments or the HR Department. Details concerning health assessments for night workers are available from the Occupational Health Department.
4 2.3 3.7 2.10 2.5 2.6 4.6.2 2.6 2.6 22.214.171.124 7.4 September 2006 .9.4 7.5.Employee Handbook Index Accident and Emergencies Adoption Leave Alcohol and Drugs Policy Animals Appeals Procedure Attendance Recording Authorised Absence Bank Holidays Bereavement Leave Blood Donors Breaks Business Travel Insurance Busy Bee Childcare Scheme Cameras Car Parking and Lift Sharing Car Rental Career Development Carry Over of Holiday Entitlement Catering and Vending Changes in Salary Classiﬁed Areas Code of Business Conduct Communication of Company Information to Employees Company Bonus Scheme Company Council Company Property Company Sick Pay Arrangements Company Rules and Regulations Computers Conﬁdentiality and Disclosure of Company Information Copyright and Copying Practice Court Attendance Cycle Racks Dangerous Weapons Data Protection Act Dependant Leave Dignity at Work Disclosures in the Public Interest E-Mail and Internet Use Electronic Transfer of Information Overseas Employee Beneﬁt Scheme External Business Interests Section 2 4 2 2 2 4 4 4 4 7 3 4 5 2 7 5 6 4 7 3 2 2 2 5 2 2 4 2 2 2 2 4 7 2 2 4 2 2 2 2 5 2 Paragraph 2.5 3.17.4 2.2 2.4 2.1 126.96.36.199 5.2 4.9 2.1 2.6 2.12.2 188.8.131.52 184.108.40.206.1 2.2 4.8 4.3.13 5.7 2.9 4.11 5.8.10 2.5 4.12.4 2.5 2.6.4 5.Issue 1 85 .1 220.127.116.11 18.104.22.168 7.6.15 2.13 4.6.
22.214.171.124 2.4 4.10 3.10 2.1 4.1.2 4.Overseas Off-site Working – UK Open Learning Centre Overtime and Payments Parental Leave Paternity Leave Pension Arrangements Personal Correspondence Personal Details .13.13 2.3.2 3.5.2.Changes Section 2 4 4 7 4 3-4 2 2 7 4 3 4 7 2 4 6 2 2 2 1 4 5 2 4 4 2 4 2 5 3-4 2 7 2 4 4 6 3 4 4 3 2 3 Paragraph 2.3 4.1.3 5.5.6 86 .1 4.13.1 4.5.1 2.5 2.2.8 126.96.36.199 4.2 7.4 4.5 7.10.8 6.2.6 3.2 2.8 2.9 5.3 2.10.Westland Helicopters Limited Index First Aid Flexible Working Patterns Flexible Working Requests Gates – Opening Times General/ By Elections General Terms & Conditions of Employment Grievance Procedure Health and Safety and the Environment Health and Welfare Society Holidays – Entitlement & Notiﬁcation Hours of Work House Moves IDEAS Scheme Identity Badges Inclement Weather Induction to the Company Information/Notice Boards Information Systems and Electronic Communications Intranet Introduction Job Booking Long Service Awards Loss and/or Damage of Personal Baggage and Effects Maternity Leave Medical and Dental Appointments Medical Requirements Meetings Mobile Telephones Mortgage and Loan Schemes Non-Procedurally Covered Staff (Terms and Conditions) Notice Periods Occupational Health Department Ofﬁcial Secrets Act Off-site Working .4 188.8.131.52 7.2 3.6 4.7 7.12.9 4.6 2.1 6.5.5 4.5 2.7 2.3 4.2 4.
8 3.1 6.12.5 4.9 6.1 2.2 2.1 5.2 3.1 4.2 5.9 8.10.2 3.4 2.2.3 5.On Company Premises Visitors Voluntary Deductions From Salary Welfare Services Westland Leisure Complex Working Time Regulations Year Start Address Section 8 5 3-4 6 4 5 4 8 8 3 3 3 6 2 2 4 3 7 4 3 2 4 2 8 7 4 6 4 4 2 4 2 2 3 7 5 3 2 Paragraph 8.2.16 4.3 7.3 2.3 184.108.40.206 2.6 4.Issue 1 87 . Transfers and Vacancies Public and Civil Duties Relocation and Subsistence Allowance Reserve Forces Retirement Association Retirement Salary Salary Administration Salary Sacriﬁce Secondments Security (General Site) Security Searches Shift Working and Annual Leave Shift Working and Premia Shops (On-site) Sickness Procedure SMART Pensions Smoking Policy Special Leave Telephones & Mobiles Termination of Employment Tool Club Trade Union Representation Training Travel and Expenses Travel (Business) Insurance Transmitters/ Receivers Use of Vehicles on Company Business Vehicles and Personal Property .3.2.3 6.1.5 220.127.116.11 4.4 2.1 September 2006 .3 7.2 3.3 3.14 4.1 7.13.8 3.12.6 2.6 2.10.6 8.6 4.Employee Handbook Index Pre-Retirement Courses Private Health Care Procedurally Covered Employees (Terms & Conditions) Promotion.6.12.7 3.4 8.
Westland Helicopters Limited Notes: 88 .
Employee Handbook Notes: September 2006 .Issue 1 89 .
England BA20 2YB MS-1009-01 .Westland Helicopters Ltd Lysander Road. Yeovil.
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