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Extracted Text: Employee Handbook
Fenwake Instruments Ltd - all locations
1. Working here
This handbook sets out the terms that apply to everyone employed by Fenwake Instruments Ltd, whether based at the Bristol workshop, at the Avonmouth calibration laboratory, or working from a customer site or vessel. It forms part of your contract. Where a term is set out in your written statement of particulars and also here, the written statement governs.
2. Hours of work
Standard hours are 37.5 a week, worked between 08:00 and 18:00, Monday to Friday. Workshop staff work a 07:30 start by agreement with the workshop manager. Anyone rostered to the out-of-hours duty engineer rota is paid a standby allowance for each week on the rota, and an hourly rate for any hour actually worked while on standby.
2.1 Time recording
Hours are recorded against a job number on the day they are worked. A job number is required for chargeable work, for internal projects and for training. Corrections are made by the line manager rather than by editing a submitted week.
3. Annual leave
Full-time employees accrue 26 days of annual leave in each complete leave year, which runs from 1 April to 31 March. Part-time employees accrue pro rata. Leave accrues from the first day of employment and may be taken during the probation period with the line manager's agreement.
3.1 Booking leave
Annual leave is requested in the rota system and confirmed by the line manager. Requests are considered in the order they are received. Service operations will decline a request that would leave the duty engineer rota uncovered, and will say so within five working days so that alternative dates can be chosen.
3.2 Carry-over
Up to five days of untaken annual leave may be carried into the next leave year, and must be taken by 30 June. Anything beyond five days is carried over only where leave could not be taken because of a business requirement, and only with the written agreement of a director.
3.3 Leave on leaving

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3.3 Leave on leaving
On termination, accrued and untaken annual leave is paid in the final salary payment. Where more leave has been taken than accrued, the balance is deducted from that payment.
4. Sickness absence
Report sickness to your line manager before 09:00 on the first day, by telephone rather than by message. Absence of seven calendar days or fewer is self-certified on return. Longer absence requires a fit note. Company sick pay is paid at normal salary for the first four weeks of a continuous absence and at half salary for the following four weeks, after which statutory sick pay alone applies.
4.1 Return to work
Every absence is followed by a return-to-work conversation with the line manager. The conversation is recorded in one paragraph on the personnel file. Where an absence relates to a condition that affects offshore or diving work, occupational health is consulted before the employee returns to that work.
5. Expenses
Expenses are claimed monthly, with receipts, and reimbursed with the following month's salary. Mileage in a private vehicle is paid at the approved rate. Overnight accommodation is booked through the company travel account wherever possible; where it is not, a room is reimbursed at cost within the regional cap published on the intranet.
6. Notice
During probation, notice is one week on either side. After probation, notice is one month for most roles and three months for directors and for the head of service operations. The company may pay in lieu of notice.
7. Training and certification
Offshore survival and first-aid certification is renewed at company expense before it expires. Time spent in required training counts as working time. Where an employee leaves within twelve months of a discretionary course costing more than two thousand pounds, a proportion is recoverable, as set out in the training agreement signed before the course.
8. Conduct at sea and on customer sites

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8. Conduct at sea and on customer sites
On a vessel, the master's instructions take precedence over any instruction from Fenwake. On a customer site, the site's permit-to-work system governs. An employee who believes work cannot be done safely is expected to stop it, and will be supported for having done so.
9. Personal data
Personnel records are held for the duration of employment and for six years afterwards. Employees may ask to see their record at any time by writing to the operations director.