Attendance Policy

Boxing Futures reserves the right to lay you off or put you on short time working where the needs of Boxing Futures’ business make this necessary, for example because there is a temporary cessation of or reduction in work or a temporary closure of the workplace. You will be notified of the lay-off or short time working, the date when it will start and how long it is anticipated to last for. The position will then be kept under regular review by Boxing Futures.

In the event that you are laid off or put on short time working, your entitlement to pay on workless days in that period of lay-off or short time working will cease and instead, if you qualify, you will be paid guarantee payments at the prevailing statutory rate during that period. Guarantee payments are paid for a maximum of the first five workless days within a three-month period.

Your continuity of employment will not be affected by a lay-off or short time working.

No overtime is payable, but you may accrue TOIL.

If you are required to record your working time you must do so, as instructed, on commencing work in both the morning and afternoon. It is an offence to falsify a time record or to record another person’s working time and such actions render you liable to dismissal without notice.

You are allowed up to three minutes’ grace when recording your time at the start of the day. However, should you report more than three minutes after due time, you will be subject to a deduction from your wages in fifteen-minute blocks.

If you are required to complete a timesheet showing the time spent on each job, you should complete this accurately on a daily basis and it should be available to your Manager in the event of your sickness or unexpected absence. Subject to agreement with the time recorded, and once authorised by your Manager, it forms the basis for calculating your wages.

It is an offence to falsify your working time and such action renders you liable to dismissal without notice. It is also an offence if your actual time worked does not agree with your recorded hours.

Boxing Futures operates a formal coffee/tea break each morning and afternoon for a ten-minute period on each occasion, and this will be taken at your place of work.

Boxing Futures operates an informal coffee/tea break each morning and afternoon and arrangements will be explained to you by your Manager.

Due to possible damage to Company equipment, coffee/tea/other drinks and food should not be consumed at your place of work.

Every employee has a statutory right to request flexible working. This right applies from the first day of employment.

A request must be in writing and state that it is a statutory request for flexible working. It must include:
• the date of the request
• the change the employee is requesting to the terms and conditions of their employment in relation to their hours, times or place of work
• the date the employee would like the change to come into effect
• if and when the employee has made a previous request for flexible working to the employer

An employee may make two statutory requests for flexible working within any 12-month period.

An employee may have only one live request for flexible working with their employer at any one time. Once a request has been made, it remains live until any of the following occur:
• a decision about the request is made by the Company
• the request is withdrawn
• an outcome is mutually agreed
• the statutory two-month period for deciding requests ends (see paragraph 37)

All requests for flexible working will be considered in a reasonable manner. Any request should be made to your line manager in the first instance. The procedure for dealing with the request will include:
• Holding a meeting to discuss the request with you as soon as reasonably possible. Amongst other matters, we would like to discuss what effect you think the requested change would have on us and how, in your opinion, any such effect might be dealt with.
• Following the meeting, the decision will be confirmed to either accept or reject the application, or to suggest a compromise.
• Confirmation of the decision will be provided in writing within a reasonable period and if rejected, the reason for rejection.
• There is no obligation to grant a request to work flexibly if it cannot be accommodated on any of the business grounds listed below
• Whilst you may request to be accompanied by a fellow worker at any meetings, This is not a statutory right and may be refused.
• The procedure should be completed as quickly as possible and in total must take no longer than two months

There is no statutory right to appeal however the Company may be prepared to consider an appeal if there are new and substantive reasons to do so. You should first discuss this with your Line Manager and, if agreed, you should submit the facts behind the Appeal in writing. A request continues to be live during any appeal or any extension to the statutory two-month decision period that an employer and employee may have agreed.

Business grounds for rejection:
• The burden of additional costs is unacceptable
• Inability to reorganise work amongst existing staff
• Inability to recruit additional staff
• Potential detrimental impact on quality
• Detrimental effect on the ability to meet customer demand
• Detrimental impact on performance
• Insufficient work available during the periods the employee would work
• The flexible working arrangement would not fit in with planned structural, organisational or business changes

Any agreement to Homeworking will be subject to:
• An individual Home Working Agreement
• Ongoing Health and Safety checks.

This is a brief summary and if you need further information about the Scheme, the application procedure or any other aspect, this may be obtained by contacting your Manager.

In the event of extreme adverse weather conditions, e.g. heavy snow, flooding, hurricanes etc., you are expected to make every attempt to arrive at work at your normal starting time.

If you decide that the weather conditions will prevent you from travelling to work you must opt for one of the following:
• Take the day(s) as holiday,
• Take the day(s) as authorised unpaid leave of absence.
• At the discretion of Boxing Futures, make up the lost time.

If this is the case, you must telephone your manager at least 30 minutes before the normal starting time and inform him/her of the option you wish to take. If your Manager is not available, you must ensure that another member of staff is notified of your absence.

In the event you decide to travel to work and then subsequently find that the weather conditions prevent you from completing your journey, you must telephone your Manager within two hours of your normal starting time and inform him/her of the exact circumstances. In this case, Boxing Futures will, at its discretion and in light of the circumstances, decide whether or not you will qualify for full pay.
In any event, absence from, or lateness to work due to extreme adverse weather conditions, will not be subject to Boxing Futures’ disciplinary procedure, provided you notify your Manager in accordance with the above policy.

This policy was approved on 17th June 2024

Review date: May 2025.