ࡱ> 5@ bjbj22 XX8   $0XXXP\0z(uuuvxxxxxx$qR~ +S"u++?ϢϢϢ+8 vϢ+vϢϢ  pXVNb0nAà,00 >$urϢ\Huuu00Dt (00t  BARTON HILL SETTLEMENT EMPLOYEE HANDBOOK Version 1.0   EMPLOYEE HANDBOOK CONTENTS Page Contents 1 Employee handbook issue & updates 2 Introduction 3 Joining the Settlement 4 Wages and salaries, etc. 6 Family Friendly Benefits 8 Holiday entitlement and conditions 9 Sickness/injury payments and conditions 10 Pension Scheme 12 Safeguards 13 Standards 16 Safety, welfare and hygiene 17 General information and procedures 19 Public interest disclosure 22 Capability policy 23 Disciplinary rules and procedures 24 Disciplinary appeal procedure 29 Grievance procedure 30 Personal harassment policy and procedure 31 Termination of employment 33 EMPLOYEE HANDBOOK ISSUE & UPDATES Pages Issue Number Date 1-33 0   INTRODUCTION Barton Hill Settlement operates from its main centre and other premises, which operate in Barton Hill and the surrounding areas. Welcome to Barton Hill Settlements staff team. The success of the Settlement and that of employees depends very largely on the effective work of the employees themselves together with our volunteers and activists. We aim to work towards providing equal opportunities and are committed to the principle of equality regardless of race, colour, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability. We will apply employment policies which are fair, equitable and consistent with the skills and abilities of our employees and the needs of the Settlement. We look to your support in implementing these policies to ensure that all employees are accorded equal opportunity for recruitment, training and promotion and, in all jobs of like work, on equal terms and conditions of employment. The Settlement will not accept any discriminatory act or attitude whilst on Settlement business from our employees. Acts of harassment or discrimination on the grounds of race, colour, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability are disciplinary offences. Please study carefully the contents of this Employee Handbook as, in addition to setting out our rules and regulations, it also contains a great deal of helpful information. All staff should read this handbook on commencement of their employment at the Settlement. It contains the terms and conditions of service common to all employees of the Settlement and acceptance of this document is implied by signature on the SMT Form. Throughout this Handbook the term "line manager" is used to refer to the person responsible for an employees day-to-day work. Head of Department refers to Volunteer for change Co-ordination Unit Co-ordinator, Adult Learning Manager, Under Threes Development Manager, Central Services Manager, Neighbourhood Centre Manager and Finance Manager. "Settlement Senior Manager" refers to a specific post. In the temporary absence of any of these postholders, the next most senior member of staff will hold the responsibilities set out in this Handbook. JOINING THE SETTLEMENT A) INDUCTION AND EMPLOYEE TRAINING At the commencement of your employment you will receive induction training for your specific job. B) PROBATIONARY PERIOD You join us on an initial probationary period, details of which are set out in your letter of appointment. During this period your work performance, general suitability and contentment will be assessed on a monthly basis against your job description and recorded. This is an opportunity for you as well as your line manager to iron out any problems that may have arisen. If everything is satisfactory for both you and your line Manager, your employment will continue. At the end of your probationary period you will again be assessed and, if satisfactory, you will be confirmed in your position. If you have not reached the required standard we may extend the probationary period. During these periods, if your work performance is not up to the required standard, or you are considered to be unsuitable, we reserve the right to either take remedial action or end your employment without recourse to the disciplinary procedure or capability policy. During this period the normal grievance procedure applies. C) JOB DESCRIPTION You will be provided with a job description of the position to which you have been appointed but amendments may be made, by mutual agreement, to your job description at your annual review in relation to the changing needs of the Settlement and your own ability. HOURS OF WORK Full time staff are required to work a 7 hour working day making a maximum 35 hour week Monday to Friday. Normal hours are 9am to 5pm. Staff are entitled to a one hour unpaid lunch break when a seven hour day is worked. A minimum break of half an hour must be taken when more than five continuous hours are worked in a day. Lunch breaks must be taken between 12.00 am and 2.30 pm. E) DEVELOPMENT AND REVIEW Our policy is to play a supportive role through your Line Manager to aid and monitor your work performance on a continuous basis so that we can maximise your strengths, and help you overcome any possible weaknesses. F) TRAINING As your employment progresses your skills may be extended to encompass changes made, by mutual agreement, to job activities within the Settlement. Training may be offered to support you to fulfill your role for which you may be required to sign a training agreement which permits the Settlement to deduct a percentage of the training costs from your salary should your employment end within pre-negotiated time limits from the completion of such training. G) MOBILITY You may be required, whenever applicable, to work within your job description at any other of our sites within reasonable travelling distance on a temporary basis. H) TRADE UNION MEMBERSHIP You have the right to belong to any trade union of your choice and to take part in its activities. You have the right not to belong to any trade union. The Settlement has a recognition agreement with the Transport and General Employees Union giving sole negotiation rights to them. 4. A staff member belonging to a trade union may seek to hold office in it and as such may take part in its external activities during paid working hours as agreed by the Settlement Senior Manager. This includes attendance at training courses provided that the training is approved by the Trades Union Congress or by the independent trade union of which the member of staff is an official. A maximum number of days in any one year is to be agreed with the Unions. 5. The Settlement will allow reasonable time off subject to approval by the Settlement Senior Manager to any member of staff who is a member of a union but not an official of the union to take part in its union activities, excluding industrial action. The Settlement will not pay for time off spent on these activities. 6. Shop stewards may call union meetings on Settlement premises outside working hours. 7. Staff may arrange for union dues to be deducted from their salaries at source. WAGES AND SALARIES, ETC. A) ADMINISTRATION 1 Salary a. For all staff the pay period is the calendar month. Basic salaries are paid, by Telepay, on the penultimate working day of the current month. b. You will receive a payslip showing how the total amount of your pay has been calculated. It will also show the deductions which have been made and the reasons for them, e.g. Income Tax, National Insurance, etc. c. Any pay queries which you may have should be raised with the Finance Office. 2. Overpayments If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period, up to a maximum of one year. If you leave our employment before overpayment is fully recovered the balance will be deducted from your final salary. 3. Income Tax and National Insurance At the end of each tax year you will be given a form P60 showing the total pay you have received from us during that year and the amount of deductions for Income Tax and National Insurance. You should keep these documents in a safe place as you may need to produce them if making enquiries with the Inland Revenue or DSS, or if completing a self-assessment form. B) LATENESS/ABSENTEEISM 1. You must attend for work punctually at the specified time(s). You are required to comply strictly with any time recording procedures relating to your work, particularly the time sheets to record T.O.I.L. (time off in lieu). 2. All absences must be notified in accordance with the reporting procedure laid down in this Employee Handbook. 3. Persistent lateness or absence may result in disciplinary action and/or loss of appropriate payment. C) WORK AT HOME In exceptional circumstances you may be allowed to work at home but only with the prior authority of your Head of Department and the Settlement Senior Manager. D) TIME OFF IN LIEU (T.O.I.L) Under normal circumstances there is no money available for payment for hours worked in excess of contractual hours and staff are therefore entitled to take time off in lieu of any hours worked in excess of their normal week. Hours worked in excess of contractual hours must be by prior arrangement with your line manager and recorded. In posts where it is not possible to take time off in lieu and additional hours are required, payment will be made at the appropriate rate. In any other circumstances, only the Settlement Senior Manager may agree payment instead of time off in lieu. Time sheets must be used to record all additional hours worked. Time off in lieu will only be allowed to a maximum of one week (pro rata) in any salary month and must be taken within the three months following its accrual, at a time agreed with your line manager. If it is necessary for you to work on weekends or bank holidays the hours on your toil sheet will be recorded, at time and a half for weekends and double time for bank holidays, unless it is specified as part of your contract hours. FAMILY FRIENDLY BENEFITS A) MATERNITY LEAVE AND BENEFITS You are entitled to maternity leave and pay in accordance with the current statutory provisions. If you become pregnant you should notify the Administration Office (Personnel) at an early stage so that your entitlements and obligations can be explained to you. B) PARENTAL LEAVE If you are entitled to take parental leave in accordance with the current statutory provision, you should discuss your needs with the Administration Office (personnel), who will identify your entitlements and look at the proposed leave periods dependent upon your childs/childrens particular circumstances and the operational aspects of the Settlement. C) ADOPTION LEAVE You are entitled to adoption leave and pay in accordance with the current statutory provisions. If you are planning to adopt, you should notify the Administration Office (Personnel) at an early stage so that your entitlements and obligations can be explained to you. D) PATERNITY LEAVE You are entitled to paternity leave and pay in accordance with the current statutory provisions. If you are planning to adopt, you should notify the Administration Office (Personnel) at an early stage so that your entitlements and obligations can be explained to you. E) RIGHT TO REQUEST FLEXIBLE WORKING You have the right to request flexible working in accordance with the current statutory provisions. If you wish to request flexible working you should notify the Administration Office (Personnel) so that your request can be considered. If you have dependants other than those stated in the statutory provision you also have the right to request flexible working. HOLIDAY ENTITLEMENT AND CONDITIONS A) ANNUAL HOLIDAYS 1. Your holiday year begins on 1st April and ends on 31st March each year. 2. All full time staff are entitled to 30 days paid leave per year excluding Bank Holidays, pro rata for part time staff. Your actual holiday entitlement is shown in your individual statement of main terms of employment (form SMT). 3. It is our policy to encourage you to take all of your holiday entitlement in the current holiday year. Up to one week of annual holiday may be carried forward to the following holiday year with the consent of your Line Manager, but must be taken by 30th April. B) CONDITIONS APPLYING TO YOUR ANNUAL HOLIDAY ENTITLEMENT 1. You must complete form HR for all holiday requests and have it signed by your Line Manager before making any firm holiday arrangements. 2. Holiday requests will only be considered if you present them on form HR and your Line Manager will allocate agreed holiday dates to ensure that operational efficiency and minimum staffing levels, within projects, are maintained throughout the year. 3. You should, normally, give at least four weeks notice of your intention to take holidays of one week or more. You may not normally take more than three working weeks consecutively. You must take a minimum of one block of seven consecutive days holiday per year. 6. Your holiday pay will be at your normal basic pay. 7. If you become ill once on holiday you will be entitled to sick pay only for the days covered by a doctor's certificate. These days will then not be counted as holiday leave. If you have to pay for a doctors certificate you will be reimbursed on production of the receipt. You will be allocated fixed holidays up to four days of your annual entitlement to take during the Christmas/New Year period. 9. All staff are entitled to their own religious holidays as part of their holiday entitlement or as unpaid leave. In the event of the termination of your employment any holidays accrued but not taken will be paid for. However, in the event of your having taken holidays which have not been accrued pro-rata, then the appropriate payments will be deducted from your final wages/salary. C) PUBLIC/BANK HOLIDAYS Your entitlement to public/bank holidays and to any additional payment which may be made for working on a public/bank holiday is shown in your individual statement of main terms of employment (form SMT). SICKNESS/INJURY PAYMENTS AND CONDITIONS A) NOTIFICATION OF INCAPACITY FOR WORK 1. You must notify us by telephone on the first day of incapacity at the earliest possible opportunity and by 10.00 am at the latest. Notification should be made personally (or if you are unable to do so, then by a relative, neighbour or friend), to your Line Manager and main reception. You should try to give some indication of your expected return date and notify us as soon as possible if this date changes. 2. If your incapacity extends to more than seven days you are required to notify us of your continued incapacity once a week thereafter, unless otherwise agreed. B) EVIDENCE OF INCAPACITY 1. Doctor's certificates are not issued for short term incapacity. In these cases of incapacity (up to seven calendar days) you must sign a self-certification absence form on your return to work (Form SCA). 2. If your sickness has been (or you know that it will be) for longer than seven days (whether or not they are working days) you should see your doctor and make sure he/she gives you a medical certificate and forward this to us without delay. Subsequently you must supply us with consecutive doctor's medical certificates to cover the whole of your absence. C) PAYMENTS 1. You are entitled to statutory sick pay (SSP) in respect of the current statutory provisions, if you are absent because of sickness or injury provided you meet the criteria in the current SSP regulations. When you are absent for four or more consecutive days you will be paid SSP by us if you are eligible. This is treated as pay and is subject to normal deductions. 2. You should discuss the details of your entitlements, in the first instance, with the Administration office (personnel). 3. Any contractual sickness/injury payments are shown in your individual statement of main terms of employment (form SMT). 4. Any days of contractual sickness/ injury payments which qualify for SSP will be offset against SSP on a day-to-day basis. A deduction will be made for any other state benefits received if you are excluded or transferred from SSP. 5. If you are entitled to any payments in excess of SSP and your entitlement expires, full or part payment may be allowed at our discretion where it is considered that there are special circumstances warranting it. 6. Where the circumstances of your incapacity are such that you receive or are awarded any sum by way of compensation or damages in respect of the incapacity from a third party, then any salary payments which we may have made to you because of the absence (including SSP) shall be repaid by you to us up to an amount not exceeding the amount of the compensation or damages paid by the third party. D) RETURN TO WORK 1. You should notify your Line Manager and main reception as soon as you know on which day you will be returning to work, if this differs from a date of return previously notified. 2. If you have been suffering from a notifiable infectious or contagious disease or illness you must not report for work without clearance from your own doctor. On return to work after any period of sickness/injury absence (including absence covered by a medical certificate), you are also required to complete a self-certification absence form and hand this to your Line Manager If you wish to return to work before the expiry of your medical certificate you must obtain a further medical certificate confirming your fitness to return. 5. On return to work after any period of sickness/injury absence you may be required to attend a "return to work" interview to discuss your state of health and fitness and to generally acclimatise you for your return. The main aim of this discussion is to ensure that you are not feeling pressured or obligated to return before you are ready. Any personal information arising from this interview will be treated in the strictest confidence. E) GENERAL We will take a serious view if you take sickness/injury leave which is not genuine, and it will result in disciplinary action being taken. If we consider it necessary, we may ask your permission to contact your doctor or for you to be independently medically examined. PENSION SCHEME We have a contributory pension scheme which you will be able to join on completion of three months' service, details of which are available separately from the Finance Officer. SAFEGUARDS A) CONFIDENTIALITY All information received by us is covered by the Data Protection Act 1998. 1. All information that:- a. has been acquired by you during the course of your employment, or has otherwise been acquired by you in confidence, b. relates particularly to the Settlement, or that of other persons or bodies with whom we have dealings of any sort, and c. has not been made public by, or with our authority, shall be confidential, and (save in the course of the Settlement or as required by law) you shall not at any time, whether before or after the termination of your employment, disclose such information to any person without our written consent. 2. You are to exercise reasonable care to keep safe all documentary or other material containing confidential information, and shall at the time of termination of your employment with us, or at any other time upon demand, return to us any such material in your possession. B) COPYRIGHT All written material, whether held on paper, electronically or magnetically which was made or acquired by you during the course of your employment with us, is our property and our copyright. At the time of termination of your employment with us, or at any other time upon demand, you shall return to us any such material in your possession. C) STATEMENTS TO THE MEDIA Any statements to reporters from newspapers, radio, television, etc. in relation to the Settlement will be given only by a nominated person. All inquiries from the media must be passed on to and handled by a nominated person. Any breach of the above Safeguards could lead to the termination of your employment. ICT General There are a number of legal points which arise from the use of Information and Communication Technology (ICT) systems, both internally and externally. This section provides clear guidance about appropriate use of email, worldwide web, and other ICT systems, and clarifies what is not acceptable use of these facilities. This guidance is intended to ensure that access to ICT systems and the internet is achieved in a way that maximises the benefit to the Settlement and its staff and users, while minimising the possibility of misuse, damage or invasion. It forms a basis on which disciplinary action can be taken. In your use of ICT, YOU MUST NOT: make comments or statements which could in any way be contrived to be defamatory, however innocent you consider them to be, represent personal views as those of the Settlement, communicate information confidential to the Settlement, or any information protected by copyright, without being authorised to do so, view or handle material of a pornographic, racist or otherwise offensive nature, compromise the security of the Settlements systems. Email All emails sent on behalf of the Settlement should be checked before being sent for content, style and spelling, as with any other communication. Although quick and convenient, email is still a form of communication that represents and reflects on the Settlement. You must not respond to unsolicited (or junk) mail which does not relate to your role in the Settlement. You must not respond to unsolicited warnings about computer viruses from an unknown sender. (At best, these are usually hoaxes, and, at worst, may be used to spread the virus itself.) You must not forward or respond to chain letter-type email messages, You must not forward or initiate any email which could be considered to constitute an act of harassment, or be discriminatory. You must not make any statements via email which (intentionally or otherwise) create a binding contract or make negligent statements. Personal use of email is allowed, within reason. For guidance about reasonable use, please speak to your line manager. Web mail enhancements such as Instant Messaging, notifications and others should not be used as they generate network traffic which may affect the efficiency of the Settlement. Internet Personal use of the Internet is allowed within reason. For guidance about reasonable use, please speak to your line manager. Personal use must not interfere with work or with the Settlements networks. It must also conform at all times to the guidelines and principles laid down in this handbook. Data Security You must store confidential data in secure areas of the network for example, your own, or your teams, network drive. The hard disk of your computer is not secure. Your use of email (internal and external), the Internet, and other ICT systems may be monitored without prior notice. Files held on the Settlements systems may be examined without notice. If a network administrator recognises the need to examine data in a secure area of the network, s/he must not do so without authorisation from the owner of that data, or the line manager of the owner. You must always conform to the Settlements policy on Data Protection when working with personal data. Personal information, including contact details, must be used only for purposes for which you have permission. Passwords for logging on to computer systems must not be disclosed to anyone, whether internally or externally. This is an essential requirement for the integrity of the systems and applies to all users. The only exception to this is when a member of the ICT team asks for a password in order to work on a fault. In this case you must ensure that you confirm their identity. You may not install any item of software on the Settlements equipment without permission from a member of the ICT team. You must not add a computer or other device to the Settlements networks without permission from a member of the ICT team. STANDARDS A) WASTAGE 1. We maintain a policy of "minimum waste" which is essential to the cost-effective and efficient running of all our operations. You are able to promote this policy by taking extra care during your normal duties by avoiding unnecessary or extravagant use of services, time, energy, etc. Paper recycling boxes are available throughout the Settlement and you are expected to use these where appropriate. The following provision is an express written term of your contract of employment:- Without prejudice to the disciplinary procedure. a. Any damage to stock or property (including non-statutory safety equipment) that is the result of your negligence or deliberate vandalism may render you liable to pay the full or part of the cost of repair or replacement. b. Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to re-imburse to us the full or part of the cost of the loss. 4. In the event of failure to pay, we have the contractual right to deduct such costs from your pay. B) HOUSEKEEPING Both from the point of view of safety and of appearance, all work areas must be kept clean and tidy at all times. SAFETY, WELFARE AND HYGIENE A) SAFETY 1. You must make yourself familiar with our Health and Safety Policy, Fire Evacuation Procedure and your own health and safety duties and responsibilities, as shown separately. You must not take any action which could threaten the health or safety of yourself, other employees or anyone else. Protective clothing and other equipment which may be issued for your protection because of the nature of your job must be worn and used at all appropriate times. Failure to do so could be a contravention of your health and safety responsibilities. Once issued, this protective wear/equipment is your responsibility. Appropriate clothing and footwear must be worn at all times. 5. You must report all accidents and injuries at work, no matter how minor in the accident book, which can be found in the Central Administration Office. B) REFRESHMENT MAKING FACILITIES Refreshment making facilities are available and must be kept clean and tidy at all times. C) SMOKING The Settlement's policy of not smoking in any of the buildings must be observed at all times. Smoking will only be allowed in designated smoking zones. D) ALCOHOL & DRUGS Under legislation we, as your employer, have a duty to ensure so far as is reasonably practicable, the health and safety and welfare at work of all our employees and similarly you have a responsibility to yourself and your colleagues. The use of alcohol and drugs may impair the safe and efficient running of the Settlement and/or the health and safety of our employees. The effects of alcohol and drugs can be numerous:- (these are examples only and not an exhaustive list) a. absenteeism (e.g. unauthorised absence, lateness, excessive levels of sickness, etc.) b higher accident levels (e.g. at work, elsewhere, driving to and from work) c. work performance (e.g. difficulty in concentrating, tasks taking more time, making mistakes, etc.). The use of alcohol or illegal drugs during working hours is gross misconduct and will result in dismissal. Being under the influence of alcohol or illegal drugs during working hours is gross misconduct and will result in dismissal. If your performance or attendance at work is affected as a result of alcohol or drugs, or we believe you have been involved in any drug related action/offence, you may be subject to disciplinary action and, dependent on the circumstances, this may lead to your dismissal. E) HYGIENE 1. Any exposed open wound must be covered with a first-aid dressing. 2. If you are suffering from an infectious or contagious disease or illness you must not report for work without clearance from your own doctor. Personal hygiene is extremely important in an organisation that deals constantly with a large and varied number of people. If complaints or comments are received about a member of staff it will be necessary for us to act on them. You will be advised of this problem in a tactful manner through normal supervisory procedures. F) HYGIENE FOR FOOD HANDLERS Food handlers must be qualified to at least the Foundation Food Hygiene Certificate and must adhere to the food hygiene regulations at all times. All food hygiene certificates must be copied and displayed in the appropriate areas of work. GENERAL TERMS OF EMPLOYMENT, INFORMATION AND PROCEDURES A) CHANGES IN PERSONAL DETAILS You must notify us of any change of name, address, telephone number, next of kin, etc, so that we can maintain accurate information on our records and make contact with you in an emergency, if necessary, outside normal working hours. B) OTHER EMPLOYMENT If you already have any other employment or are considering any additional employment you should notify us so that we can discuss any implications. C) TIME OFF Circumstances may arise where you need time off for medical/dental appointments, or for other reasons. Where possible, such appointments should be made outside normal working hours. If this is not possible, time off required for these purposes will be granted by your Line Manager and will be made up or taken as unpaid leave. For attendance at antenatal clinic time off will be paid, providing there is proof of appointment. Time off for one off consultant appointments will be granted and paid. If consultant or treatment appointments are required for a longer term condition and providing that it does not interfere with your ability to carry out your duties, time off will be granted and paid. All such time off must be approved by your Head of Department and the Settlement Senior Manager. D) COMPASSIONATE LEAVE In exceptional circumstances, for example the death or serious illness of a close relative or partner, compassionate leave with pay may be requested in addition to accrued annual leave. Requests of up to five days will be approved by your Head of Department. Requests above five days must be approved by your Head of Department and the Settlement Senior Manager. A file note for all compassionate leave taken, containing the details and duration, will be placed in the employees personnel file for a period of no more than 3 years. E) CARERS LEAVE Paid leave for the care of sick dependants may only be taken when all other care options are unavailable and for a maximum of up to two days (in a rolling 60 day period). For longer periods holiday entitlement must be used. A file note for all carers leave taken, containing the details and duration, will be placed in the employees personnel file for a period of no more than 3 years. It is important to note that carers leave is to be used in emergency situations. If time is needed beyond the two days there may be other sections within the handbook that should be used. F) UNPAID HOLIDAY LEAVE Any balance of outstanding holiday entitlement must be taken before unpaid holiday leave begins. All requests for unpaid leave must be agreed by the Head of Department and approved by the Settlement Senior Manager. (i.e. unpaid leave is not a right, but may be requested). G) CHILD CARE EXPENSES Child care expenses will be paid to staff attending meetings outside of their normal working hours. H) TRAVEL EXPENSE The Settlement will reimburse you for costs against receipts incurred whilst travelling on Settlement business, details of which will be issued separately. Travel allowance will be paid in line with local authority rates in force at the time. Fuel allowance will be paid in line with local authority rates in force at the time. I) COMMUNICATIONS The Settlement intend to keep you informed about items of interest by means of notice boards, newsletters, staff meetings, web site and other communication methods. You may use these facilities, if you wish (with appropriate permission), to promote any particular item of interest to other employees. J) EMPLOYEES' PROPERTY The Settlement does not accept liability for any loss of, or damage to, property which you bring onto the premises. You are requested not to bring personal items of value onto the premises and, in particular, not to leave any items overnight. K) LOST PROPERTY Articles of lost property should be handed in to Central Admin where they will be retained whilst attempts are made to discover the owner. Lost property will be held for three months only before being disposed of. L) PARKING The Settlement does not provide car-parking facilities. No liability is accepted for damage to private vehicles, however it may be caused. M) MAIL All mail received by us will be opened, including that addressed to employees. If it is marked private and confidential we will use our best endeavors to ensure that it remains unopened but this may not always be possible. Private mail, therefore, should not be sent care of our address. No private mail may be posted at our expense except in those cases where a formal re-charge arrangement has been made. N) TELEPHONE CALLS/ MOBILE PHONES Whilst at work personal telephone calls whether they are through our system or on your own personal mobile are allowed only in the case of emergency or unavoidable circumstances. You are required to pay for your private calls. Mobile telephones issued to staff by the Settlement remain the property of the Settlement and may only be used for the business of the Settlement. All mobile telephones should be returned to Central Admin at the end of each shift unless express permission is given by the Central Services Manager. O) BUYING OR SELLING OF GOODS You are not allowed to use our premises to hold raffles or buy or sell goods on your own behalf. P) COLLECTIONS FROM EMPLOYEES Unless specific authorisation is given by your Line Manager, no collections of any kind are allowed on our premises. Q) POLITICAL AND RELIGIOUS ACTIVITIES The Settlement cannot and does not support any particular political party or religion. We expect that members of our staff to do the same in that, during working hours, they will not actively promote any religious or political activity. R) MEMBERSHIP OF OTHER BODIES 1. The Settlement may require individual staff to be its formal representative on outside bodies. Such representatives are bound by Settlement policies where relevant. 2. Similarly, some Settlement Project Management Committees may require staff to represent project interests on outside bodies. Such representation is subject to the agreement of the Line Manager in terms of balance of duties. The Settlement Management Committee should be informed of all representation on outside bodies to ensure that there is no conflict of interest. 3. In cases 1&2 above, staff may attend meetings within paid working time, or take time off in lieu. Staff have the right to attend formal public duties (eg. local authority elected bodies) during working hours subject to approval by the Settlement Senior Manager. PUBLIC INTEREST DISCLOSURE A) INTRODUCTION 1. Under certain circumstances, employees have legal protection if they make disclosures about their employers. These employees are commonly referred to as 'whistle blowers' and their activities have often received wide publicity in the media. 2. An employee who believed, for example, that their employer was disposing of toxic waste illegally who may have 'blown the whistle' directly to the press or television, perhaps because of concern for the environment, a belief that the employer would attempt a 'cover up' if asked to stop, or for financial gain. 3. In the past employees who blew the whistle on their employers were often dismissed or treated detrimentally by their employers. This discouraged employees from whistle blowing even where such action would be for the public good, and the legislation is designed to protect employees from dismissal, or from suffering any detriment for whistle blowing in these circumstances. B. QUALIFYING DISCLOSURES 1, Certain disclosures are prescribed by law as 'qualifying disclosures'. Disclosures are qualifying disclosures where it can be shown that the company commits a 'relevant failure' by:- a. committing a criminal offence b. failing to comply with a legal obligation c. a miscarriage of justice d. endangering the health and safety of an individual e. environmental damage f. concealing any information relating to the above. 2. These acts can be in the past, present or future, so that, for example, a disclosure qualifies if it relates to environmental damage that has happened, is happening or is likely to happen. C) THE PROCEDURE 1. If you wish, you should in the first instance report any concerns you may have to a member of the personnel office who will treat the matter with complete confidence. If you are not satisfied with the explanation or reason given to you, you should raise the matter with the appropriate organisation or body, e.g. the Police, the Environment Agency, the Health and Safety Executive or Social Services Department. 2. If you do not report your concerns to a member of the personnel office, you may take them direct to the appropriate organisation or body. D) GENERAL NOTES The Public Interest Disclosure Act 1998 provides protection to you from dismissal or suffering any other detriment for 'whistle blowing' and we take very seriously any concerns which you may raise under this legislation. We encourage you to use the procedure if you are concerned about any wrong doing at work. CAPABILITY A) INTRODUCTION We recognise that during your employment with us your capability to carry out your duties may deteriorate. This can be for a number of reasons, the most common ones being that either the job changes over a period of time and you fail to keep pace with the changes, or you change (most commonly because of health reasons) and you can no longer cope with the work. B) JOB CHANGES 1. If the nature of your job changes we will make every effort to ensure that you understand the level of performance expected of you and that you receive adequate training and supervision. If we have concerns regarding your capability these will be discussed in an informal manner and you will be given time to improve. 2. If your standard of performance is still not adequate you will be warned in writing that a failure to improve and to maintain the performance required could lead to your dismissal. We will also consider the possibility of a transfer to more suitable work if possible. 3. If there is still no improvement after a reasonable time and we cannot transfer you to more suitable work, you will be issued with a final warning that you will be dismissed unless the required standard of performance is achieved and maintained. 4. If such improvement is not forthcoming after an agreed period of time, you will be dismissed with the appropriate notice. C) HEALTH REASONS 1. Health reasons may arise which do not prevent you from attending for work but which prevent you from carrying out your normal duties (e.g. a lack of dexterity or general ill health). If such a situation arises, we will normally need to have details of your medical diagnosis and prognosis so that we have the benefit of expert advice. Under normal circumstances this can be most easily obtained by asking your own doctor for a medical report. Your permission is needed before we can obtain such a report and we will expect you to co-operate in this matter should the need arise. When we have obtained as much information as possible regarding your condition and after consultation with you, a decision will be made about your future employment with us in your current role or, where circumstances permit, in a more suitable role. 2. There may also be health reasons which prevent you from attending work, either for a prolonged period(s) or for frequent short absences. Under these circumstances we will need to know when we can expect your attendance record to reach an acceptable level. This may again mean asking your own doctor for a medical report or by making whatever investigations are appropriate in the circumstances. When we have obtained as much information as possible regarding your condition, and after consultation with you, a decision will be made about your future employment with us in your current role or, where circumstances permit, in a more suitable role. DISCIPLINARY RULES AND PROCEDURES A) INTRODUCTION 1. The rules set standards of performance and behaviour whilst the procedures are designed to help promote fairness and order in the treatment of individuals. It is our aim that the rules and procedures should emphasise and encourage improvement in the conduct of individuals, where they are failing to meet the required standards. 2. Every effort will be made to ensure that any action taken under this procedure is fair, with you being given the opportunity to state your case and appeal against any decision that you consider to be unjust. 3. The following rules and procedures should ensure that:- a. the correct procedure is used when you attend a disciplinary hearing b. you are fully aware of the standards of performance, action and behaviour required of you c. disciplinary action, where necessary, is taken speedily and in a fair, uniform and consistent manner d. you will only be disciplined after careful investigation of the facts and the opportunity to present your side of the case. On some occasions temporary suspension on full pay may be necessary in order that an uninterrupted investigation can take place. This must not be regarded as disciplinary action or a penalty of any kind e. you have the right to be accompanied by a fellow employee, friend or trade union official, who may act as a witness or speak on your behalf, at all stages of the formal disciplinary and appeal procedures. f. you will not normally be dismissed for a first breach of discipline, except in the case of gross misconduct g. if you are disciplined, you will receive a written explanation of the decision made and you will have the right to appeal against the finding and the decision. B) DISCIPLINARY RULES It is not practicable to specify all disciplinary rules or offences which may result in disciplinary action, as they may vary depending on the nature of the work. In addition to the specific examples of unsatisfactory conduct, misconduct and gross misconduct shown in this handbook, a breach of other conditions, procedures, rules etc. within this handbook will also result in the disciplinary procedure being used to deal with such matters. C) RULES COVERING UNSATISFACTORY CONDUCT AND MISCONDUCT (these are examples only and not an exhaustive list) You will be liable to disciplinary action if you are found to have acted in any of the following ways:- a. failure to abide by the general health and safety rules and procedures b. smoking in breach of the Settlements policy c. persistent absenteeism and/or lateness d. unsatisfactory standards or output of work e. rudeness towards members of the public or other employees, objectionable or insulting behaviour, harassment, bullying or bad language f. failure to focus the whole of your time, attention and abilities to Barton Hill Settlement and its affairs during your normal working hours g. unauthorised use of E-mail and Internet h. failure to carry out all reasonable instructions or follow our rules and procedures i. unauthorised use or negligent damage or loss of our property j. failure to report immediately any damage to property or premises caused by you. D) SERIOUS MISCONDUCT 1. Where one of the unsatisfactory conduct or misconduct rules has been broken and if, upon investigation, it is shown to be due to your extreme carelessness or has a serious or substantial effect upon our operation or reputation. You may be issued with a final written warning in the first instance. 2. You may receive a final written warning as the first course of action if in an alleged gross misconduct disciplinary matter, upon investigation, it is shown to have some level of mitigation and is treated as an offence just short of dismissal. E) RULES COVERING GROSS MISCONDUCT (these are examples only and not an exhaustive list) You will be liable to summary dismissal if you are found to have acted in any of the following ways:- a. grossly indecent or immoral behaviour, deliberate acts of unlawful discrimination or serious acts of harassment b. dangerous behaviour, fighting or physical assault c. consumption or being under the influence of alcohol during working hours d. drug misuse during contracted hours e. proven possession, supplying or use of illicit drugs during contracted hours. f. deliberate falsification of any records (including time sheets, absence records and so on, in respect of yourself or any fellow employee) g. undertaking private work on the premises and/or in working hours without express permission h. working in direct competition with Settlement activities and services i. Using your position in the Settlement to aquire private contracts or work j. taking part in activities which result in adverse publicity to ourselves, or which cause the Settlement to lose faith in your professional integrity. k. theft or unauthorised possession of money or property, whether belonging to Barton Hill Settlement, another employee, or a third party l. destruction/sabotage of our property, or any property on the premises m. serious breaches of the health and safety rules which endanger your life or the lives of other employees, or any other person n. gross insubordination and/or continuing refusal to carry out legitimate instructions o. abuse of the personal harassment policy p. a breach of the rules on confidentiality q. abuse of the protected disclosure policy r. abuse of the equal opportunities policy. F) DISCIPLINARY PROCEDURE 1. Disciplinary action taken against you will be based on the following procedure:- OFFENCE FIRST SECOND THIRD FOURTH OCCASION OCCASION OCCASION OCCASION UNSATIS- Formal Written Final Dismissal FACTORY verbal warning written CONDUCT warning warning ************************************************************************************************** MISCONDUCT Written Final Dismissal warning written warning ************************************************************************************************** SERIOUS Final Dismissal MISCONDUCT written warning ************************************************************************************************** GROSS Dismissal MISCONDUCT ************************************************************************************************** 2. If a disciplinary action is imposed it will be in line with the procedure outlined above, which may encompass a formal verbal warning, written warning, final written warning, or dismissal, and full details will be given to you. 3. In all cases warnings will be issued for any category within the disciplinary procedure, irrespective of the precise matters concerned. Any further breach of the procedure in relation to the same matters of misconduct will be treated as further disciplinary matters and allow the continuation of the disciplinary process through to dismissal if the warnings are not heeded. G) DISCIPLINARY AUTHORITY The operation of the disciplinary procedure contained in the previous section is based on the following authority at the various levels of disciplinary action. PERSON AUTHORISED TO TAKE DISCIPLINARY ACTION IN THE CASE OF: 1. Formal verbal warning Line Manager or a Head of Department 2. Written warning Line Manager or a Head of Department 3. Final written warning Head of Department or Senior Manager or Central Services Manager 4. Dismissal Head of Department plus Senior Manager or Central Services Manager In the case of the Settlement Senior Manager the person authorised to take disciplinary action is the Chair of the Settlement Management Committee. H) PERIOD OF WARNINGS 1. Formal verbal warning A formal verbal warning will be spent after a six month period. 2. Written warning A written warning will be spent after a twelve month period. 3. Final written warning A final written warning will be spent after a twelve month period. I) GENERAL NOTES 1. If you are in a supervisory or managerial position then demotion to a lower status at the appropriate rate may be considered as an alternative to dismissal except in cases of gross misconduct. 2. Gross misconduct offences will result in dismissal without notice. 3. In the case of a written warning or a final written warning a record will be kept on your file for a period of 12 months. 4. You have the right to appeal against any disciplinary action. DISCIPLINARY APPEAL PROCEDURE 1. The disciplinary rules and procedures which form part of your contract of employment incorporate the right to lodge an appeal in respect of any disciplinary action taken against you. 2. If you wish to exercise this right you should apply either verbally or in writing to the person indicated in your individual statement of main terms of employment (form SMT). 3. An appeal against a formal warning or dismissal should give details of why the penalty imposed is either too severe, inappropriate or unfair in the circumstances. 4. A member of staff more senior to the original Line Manager and not previously connected with the disciplinary issue will normally conduct the disciplinary appeal procedure. This is to allow an independent decision into the severity and appropriateness of the disciplinary action to be made. 5. If you are appealing on the grounds that you have not committed the offence then your appeal may take the form of a complete re-hearing and reappraisal of all matters so that the person who conducts the appeal can make an independent decision before deciding to grant or refuse the appeal. 6. You may be accompanied at any stage of the appeal hearing by a fellow employee of your choice or a trade union official, who may act as a witness or speak on your behalf. The result of the appeal will be made known to you in writing within five working days after the hearing. 7. If the matter is not resolved to your satisfaction you may refer the matter to the next level of management. The final stage of the disciplinary appeal process is with the Management Committee. GRIEVANCE PROCEDURE 1. It is important that if you feel dissatisfied with any matter relating to your work you should have an immediate means by which such a grievance can be aired and resolved. 2. Nothing in this procedure is intended to prevent you from informally raising any matter you may wish to mention. Informal discussion can frequently solve problems without the need for a written record but if you wish your grievance to be formally recorded and investigated, please make this clear at the outset. You have the right to be accompanied at any stage of the procedure by a fellow employee or a trade union official who may act as a witness or speak on your behalf to explain the situation more clearly. 3. If you feel aggrieved at any matter relating to your work (except personal harassment, for which there is a separate procedure following this section), you should first raise the matter with the person specified in your statement of main terms of employment (form SMT) either verbally or in writing, explaining fully the nature and extent of your grievance. 4. If the problem has not been resolved within ten working days you should bring the matter to the attention of the next level of management. The final stage of the grievance procedure is with the Management Committee. PERSONAL HARASSMENT POLICY AND PROCEDURE A) INTRODUCTION 1. People in our society are victimised and harassed as a result of their race, creed, age, colour, nationality, sex, disability, gender re-assignment or sexual orientation. 2. Personal harassment takes many forms ranging from tasteless jokes and abusive remarks to pestering for sexual favours, threatening behaviour and actual physical abuse. Whatever form it takes, personal harassment is always serious and is totally unacceptable. 3. We recognise that personal harassment can exist in the workplace as well as outside and that this can seriously affect employees' working lives by interfering with their job performance or by creating a stressful, intimidating and unpleasant working environment. B) POLICY 1. We deplore all forms of personal harassment and seek to ensure that the working environment is sympathetic to all our employees. 2. We have published these procedures to inform employees of the type of behaviour that is unacceptable and provide employees who are the victims of personal harassment with a means of redress. 3. We recognise that we have a duty to implement this policy and all employees are expected to comply with it. C) EXAMPLES OF PERSONAL HARASSMENT Personal harassment takes many forms and employees may not always realise that their behaviour constitutes harassment. Personal harassment is unwanted behaviour by one employee towards another and examples of harassment include: a. insensitive jokes and pranks b. lewd or abusive comments about appearance c. deliberate exclusion from conversations d. displaying abusive or offensive writing or material e. unwelcome touching f. abusive, threatening or insulting words or behavior. These examples are not exhaustive and disciplinary action at the appropriate level will be taken against employees committing any form of personal harassment. D) COMPLAINING ABOUT PERSONAL HARASSMENT 1. Informal complaint We recognise that complaints of personal harassment and particularly of sexual harassment can sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our normal grievance procedure. In these circumstances you are encouraged to raise such issues with a senior person of your choice (whether or not that person has a direct supervisory responsibility for you) as a confidential helper. This person cannot be the Senior Manager, who will be responsible for investigating the matter if it becomes a formal complaint. If you are the victim of minor harassment you should make it clear to the harasser on an informal basis that their behaviour is unwelcome and ask the harasser to stop. If you feel unable to do this verbally then you should hand a written request to the harasser, and your confidential helper can assist you in this. 2. Formal complaint Where the informal approach fails or if the harassment is more serious, you should bring the matter to the attention of the Senior Manager as a formal written complaint and again your confidential helper can assist you in this. If possible, you should keep notes of the harassment so that the written complaint can include:- a. the name of the alleged harasser b. the nature of the alleged harassment c. the dates and times when the alleged harassment occurred d. the names of any witnesses e. any action already taken by you to stop the alleged harassment. On receipt of a formal complaint we will take action to separate you from the alleged harasser to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged harasser to another work area or suspension with pay until the matter has been resolved. The person dealing with the complaint will carry out a thorough investigation in accordance with our disciplinary procedure. Those involved in the investigation will be expected to act in confidence and any breach of confidence will be a disciplinary matter. When the investigation has been concluded, a draft report of the findings and of the investigator's proposed decision will be sent, in writing, to you and to the alleged harasser. If you or the alleged harasser are dissatisfied with the draft report or with the proposed decision this should be raised with the investigator within five working days of receiving the draft. Any points of concern will be considered by the investigator before a final report is sent, in writing, to you and to the alleged harasser. E) GENERAL NOTES 1. If the report concludes that the allegation is well founded, the harasser will be subject to disciplinary action in accordance with our disciplinary procedure. An employee who receives a formal warning or who is dismissed for harassment may appeal against the disciplinary action by using our disciplinary appeal procedure. 2. If you bring a complaint of harassment you will not be victimised for having brought the complaint. However if the report concludes that the complaint is both untrue and has been brought with malicious intent, disciplinary action will be taken against you. TERMINATION OF EMPLOYMENT A) RETIREMENT The normal age for retirement is 65, and it is our policy for employees to retire at the end of the week in which their 65th birthday falls. In certain circumstances consideration may be given to fresh employment being offered to you after retirement. Such offers will be on a contract, reviewed annually and totally at the discretion of the Directors. B) TERMINATING EMPLOYMENT WITHOUT GIVING NOTICE If you terminate your employment without giving or working the required period of notice, as indicated in your individual statement of main terms of employment, you will have an amount equal to any additional cost of covering your duties during the notice period not worked deducted from any termination pay due to you. This is an express written term of your contract of employment. C) RETURN OF OUR PROPERTY On the termination of your employment you must return all our property which is in your possession or for which you have responsibility. Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you. GARDEN LEAVE There may be circumstances where you will be sent home for reasons other than disciplinary. During such period of garden leave, the Settlement will continue to pay your wage/salary and provide all benefits that form part of your contract of employment. Once either side has given notice of termination of employment, the Settlement may, at any time and for any period, require you to cease performing your job/or exclude you from entering any of our premises. During such period of garden leave, the Settlement will continue to pay your wage/salary and provide all benefits that form part of your contract of employment. PAGE 2 PAGE 1 Version 1.0 3>?@ABCDEGXYZbcvwxͷܰxtpjd]p]tpxtp h7Ih7I h7ICJ h+CJh7Ihqxhqxh+CJhkh+CJaJhkh+5CJaJ h+5h+jhqxU h+5CJ hk5CJ*jhk5B*CJ`UmHnHphuhhCJ hCJh+5B*CJ`phhk5B*CJ`phjhj$Uhk$ 23?ABCEFGYc $Ifgd+$a$gd7Igd7I$a$gd$a$gd+$a$gdO$gdkcdevwllllllll & p@ P !gd+gd+tkd3$$If+  04 +` a+p      % & ' ( / 0 N O P d | } ~   . / 0 I J K k r s t x y    . ȿh7I5CJ\ hqx5hShqxh+CJhqxhqx5CJ h!Whqx h+5hkhqxh7Ihqxh+CJh+F  & ' O P } ~ / 0 J K s t  & p@ P !gd+  - . \_kd4$$Ifl"U"064 la $$Ifa$gd;gd+ & p@ P !gdk & p@ P !gd+ . / 5 6 C D I J K P Q S T mkd)5$$IflF "  ? 06    4 la $$Ifa$gd; . I J M O T U < = H ^   689h/Ǽӳ{peXh!Wh B*^Jphh!Wh+B*phh+5>*B*phh!Whj$B*^Jphh!Wh+B*phhkh+B*phhqxh+B*CJphh+B*phhqxh+CJhkh+CJaJhkh+5CJaJh+jBDhqxUhkh7IhS5CJ\ h7I5\h7I5CJ\ T U V W X yppp $Ifgd;kd5$$IflF "  ? 06    4 laX Y Z [ \ yppp $Ifgd;kd6$$IflF "  ? 06    4 la\ ] ^ _ ` yppp $Ifgd;kdT7$$IflF "  ? 06    4 la` a b c d yppp $Ifgd;kd 8$$IflF "  ? 06    4 lad e f g h yppp $Ifgd;kd8$$IflF "  ? 06    4 lah i j k l yppp $Ifgd;kd9$$IflF "  ? 06    4 lal m n o p yppp $Ifgd;kd8:$$IflF "  ? 06    4 lap q r s t yppp $Ifgd;kd:$$IflF "  ? 06    4 lat u v w x yppp $Ifgd;kd;$$IflF "  ? 06    4 lax y z { | yppp $Ifgd;kdc<$$IflF "  ? 06    4 la| } ~  yppp $Ifgd;kd=$$IflF "  ? 06    4 la yppp $Ifgd;kd=$$IflF "  ? 06    4 la yppp $Ifgd;kd>$$IflF "  ? 06    4 la yppp $Ifgd;kdG?$$IflF "  ? 06    4 la yppp $Ifgd;kd@$$IflF "  ? 06    4 la yppp $Ifgd;kd@$$IflF "  ? 06    4 la wnnn $Ifgd;kdrA$$IflF "  ? 06    4 la wnnn $Ifgd;kd&B$$IflF "  ? 06    4 la wnnn $Ifgd;kdB$$IflF "  ? 06    4 la wrrjrbYM $$Ifa$gd+ $Ifgd+$a$gd+$a$gdO$gd+kdC$$IflF "  ? 06    4 la < =   01<=} ]^gd+$]^a$gd+ekd5^$$If+0s se 4 +a+p/01<==LM  "#%&PlŶݫݶݜ{plbbZZZh%B*phh+5B*phhJJhO$h+CJaJhO$h+5CJaJhO$hk5CJaJ hk5h+hkh!WhO$B*phh!Wh+B*phh?h+B*mH phsH hqxh+B*CJphhPh+B*phh+B*phhqxh B*CJphh!Wh+B*^Jph" #$%&QRe]]]M$0^`0a$gd+$a$gd+tkd^$$If+   04 +` a+p $Ifgd+ $]a$gd+$]^a$gd+R  TU$a$gd%$ & F ;^`;a$gd% $ & Fa$gd+$0^`0a$gd+$a$gd+ $^a$gd+l TUpqr7 8 Y w!x!!"#3#6#U#V#4$S$$$$$V%W%Z%[%ﹴhO$ h#CJh#CJOJQJh+CJOJQJ h+CJh#h+ h+5 hO$5h+>*B*phhUB5B*phh%B*phh+5B*phh}h+B*phh+B*phhO$B*ph3Uqs7 8 Z [ $a$gd# $ & Fa$gd#$^`a$gd+$0^`0a$gd+$a$gd+$a$gdO$$ & F 8^8`a$gd% w!x!U#V#$$$$V%X%t% $Ifgd+$v^`va$gdO$^gd#$0^`0a$gd# $ & Fa$gd#$a$gd# [%s%t%v%w%%%%&&:&=&''k()*****,~,,,,2-3-4-Q-Z0j0011111111111223g4h4i44555556¹ۢ䘎ۢh+5B*phhJJ5B*ph hJJ5 hO$hO$hO$hO$CJaJhPs5CJaJ hO$5hO$B*phh+B*phhO$ h+5hJJh+hO$h+CJaJhO$h+5CJaJ8t%u%v%w%%%%%9&:&'}}m}]$Z0^Z`0a$gd.$$p0^p`0a$gd.$$a$gd+gd+tkd_$$If+  04 +` a+p ''a'b'{'|'().)/)****++ ,,~,,$;^`;a$gd+$0^`0a$gd+$`^``a$gdO$$a$gd+$O;^O`;a$gd.$$`^``a$gd+,,,2-4-R-S-..//001111 $IfgdWDgd+$0^`0a$gd+1111112233rrbUPPgd+ 0^`0gd+$0^`0a$gdJJ$0^`0a$gd+$a$gdO$tkd_`$$If+  04 +` a+p 3g4h444555566 7 7888 $Ifgd+$a$gdPsgd+$0^`0a$gdJJ 0^`0gd+$0^`0a$gd+$0d^`0a$gd+66 788888888899::;;; ;?;;====>,?-?+@-@BACAZA)B+B,B.BUBVBWBXBZB[B~BDDEDDDDDDDBEE񻰥񝕝hzh+B*phh+B*phhh+B*phh!Wh+B*ph h!Wh+hh+B*phhJJhPsh+CJaJhPsh+5CJaJhPs h+6h+ h+5 hJJ56888889999;;@;A;rrrrmmmgd+$0^`0a$gd+$a$gd+tkda$$If+    04 +` a+p A;;;<<;=<=====>>,?-???-@.@BACA[A$ & F h0^`0a$gd+ $ & F a$gd+$a$gd+ $ & Fa$gd+$0^`0a$gd+[A\A)B+BVBWBXBBBD^V$a$gd+tkda$$If+  04 +` a+p $$Ifa$gd+$0^`0a$gdPs$0^`0a$gd+ DDDDDDEEGG"G#GHHIIIIyJzJQKRKLLL$0^`0a$gd]C$a$gd+$a$gdPs$0^`0a$gd+EEEGGG!GbHtHHIIIIIIJJ/JNJJJK4KRKSK{KLLLLLLM.MMNNLNMN(O)OOOOPǼDZDZǦDZDZDZDZҢҐ҈Ҁy h$h+hPsB*phh+B*phh+B*ph h]C5 h+5hPsh!WhbB*phh!Wh]CB*phhR"h+B*phh!Wh+B*phh+B*phh]C5B*phh+5B*phh+ h!Wh+ h!Whj"o-LLMMLNMN(O)OOOQQQQRRRR$ va$gdPs$ & F# a$gdq $ va$gdq $ & F#a$gd+$a$gd+ $ & Fa$gd+$0^`0a$gd+PPQQQQQRRqR~RRRRRRRRhSiSlSmSwSxSySzS|S}SSSSSSSS$TCTrTTTT-W9Wøø촪xttlh]CB*phh]Ch+B*phh!Wh+B*phh+B*phh]Ch+5B*phh]C5B*phh+5B*phhJhPsh+CJaJhPsh+5CJaJ hPshPshPshoChq h]C5 h+5h+ h$h+h$h+>**RRRRgShSjSxS{{k{b $Ifgd+$0^`0a$gd+$a$gd+okdb$$If+X X  04 +` a+p $$Ifa$gd+xSySzSSSSSSSrj^jjj $`a$gdPM$a$gd+$0^`0a$gd]C$a$gdPstkd7c$$If+  04 +` a+p SqTrTTT$U%UVV,W-W:W;WXXXXEYYY$0^`0a$gd+$a$gd+$F^`Fa$gd]C$`^``a$gd+$0^`0a$gd]C9WXXX YYYYZZZZZO[P[w\z\}\\\$^X^Y^Z^žveRFh]CCJOJPJQJ$h]Ch]CCJOJPJQJ^JaJ h]Ch]CCJOJQJ^JaJhOCJOJQJ^JaJ h]Ch+CJOJQJ^JaJ$h]Ch+CJOJPJQJ^JaJh+CJOJPJQJh]Ch+5PJ h]C5PJ h+5PJh!Wh]CB*phh!Wh+B*phhOB*phh+B*phh+5B*phh+YZZZZZZO[P[x\z\\z $^a$gdO$d^a$gdO$dh^a$gdO $^a$gdO $^a$gdO $`a$gdO$a$gd]C$ & F$0`0a$gdO$0^`0a$gd+ $^a$gdPM \]M]]$^Y^Z^`^j_k____````WaXaaa$a$gdO $^a$gdO$ & F T>`>a$gdO`gd]Cgd]C$ & FPx^P`a$gdOZ^`^j_k___````WaXaaac c cc>d?d@dNdddmeneeeff\g]ghhRiSiiii¯똅ymieh+hB*hB*CJOJPJQJh]CCJOJPJQJ$hB*h]CCJOJPJQJ^JaJ$hB*h+CJOJPJQJ^JaJh]C$h]Ch]CCJOJPJQJ^JaJ h]Ch+CJOJQJ^JaJhOCJOJPJQJh+CJOJPJQJ'h]Ch+5CJOJPJQJ^JaJ&a c cc?d@dNdddmeneeeffff\g $^a$gdO $ & Fa$gdO $`a$gdO$a$gdO $ & Fa$gdO$ T^a$gdO$ T^a$gdO$ & F T>`>a$gdO\g]ghhRiSiiiiiZtkdc$$If+33  04 +` a+p $Ifgd+$a$gdO$a$gdO $ & Fa$gdO $^a$gdO iiiiiiiii k`k~kkk l lmllll_nanbnnnnnnnooooop7pqqqqXrZr[rxrrrCsssssssxx߾߷߭h 9h+B*phhB*h+B* CJ$ph5hB*h+5B* ph5h+5B*ph h!Wh+hu%hB*hB*B*phh+B*ph hB*5hOh+hB*h+CJaJhB*h+5CJaJ h+55iiiimjnjkkkkl lllmm^n_n p`^p``gd+$;^`;a$gdB* $^a$gd+$a$gd+ $ & F a$gd+$r^`ra$gdB* $ & F a$gdB*$0^`0a$gd+gd+_nonpnnnooooooa\gd+tkdd$$If+++  04 +` a+p $Ifgd+$a$gdB*$0^`0a$gd+$a$gd+ oo7p8pvqwqqqWrXryrzrrrrrssss u$a$gdB*$;^`;a$gd+$a$gd+ $ & F a$gd+$ & F o0^`0a$gd+$0^`0a$gd+ u u@uvuwuuu"v#vvvvwxxxx$0^`0a$gd+$ fp@ a$gd+$ f+p@ 8^8`a$gd+$ f+p@ a$gd+$ f+p@ `^``a$gd+$a$gd+xxxxxLyMyzzzzz{{{{||||||:|A|E|F|(}*}+};}}}}}}} #(,@AD˿а˫Ф˕˕ԉwlwhGhhNl+B* ph5hGhh+B* ph5 hGhhNl+ hGhhB* hNl+5h}Ih+5 hGhh+ h+5>* hB*5h7!hB*h+CJaJhB*h+5CJaJ h+5h+hB*hB*hB*B*phhB*5B*phh+5B*phh+B*ph*xxxyyzzzz{{| $$Ifa$gd+$0^`0a$gdB* $^a$gd+$a$gdB* $ & F a$gd+$a$gd+$0^`0a$gd+ |||;|<|'}(}<}=}}}}}uuumumummu$a$gd+$0^`0a$gd+gd+tkdYe$$If+U"U"  04 +` a+p Df&܀356BՃփ׃؃ɄÆņۆBCDUWнйteah7Ih3h+B*mH phsH hh+B*ph h'h+hB*B*phhhhB*B*phhhh+B*phh+B*phh}Ih+5 h+5h+hNl+hB*B*phhNl+B*phhNl+h+B*phhGhh+B*ph hGhhNl+ hGhh+hGhhNl+B* ph5&}23CDɄĆņ܆݆BDVW$a$gd7I$a$gd+ 0^`0gd+gd+$0^`0a$gd+WZeLMƈz|} >$OQRlАѐҐԐՐghO_帳h&B*ph hGhh&hGhh&B*ph h&5hz8h& hGhh+ hz85 h+5h3lB*phh+B*phh3lh+h3h+B*phhGhh+B*ph:WLMߋyz$a$gdz8$0^`0a$gd+$a$gd+$a$gd3l $^a$gd3l $ & Fa$gd3lz?@#$NOmnАҐgh$0^`0a$gdz8 $ a$gd+$a$gd+$a$gdz8 $^a$gd+ $ & Fa$gd+$0^`0a$gd+hOPƔǔ,-ҕ|wgd+$ ;^`;a$gdz8 vgd+$ v0^`0a$gd+ 0^`0gd+$ *0^`0a$gd+$0^`0a$gd+$0^`0a$gdz8$0^`0a$gd& RSTɔʔ"%ӕԕՕ֕˙ASWɜʜ >?ϟӣӀumehRth+5hRthRt5hGhh+B*phhGhhz8B* ph5hGhh+6B* ph5hGhh+B* ph5 hGhh+ hRt5hz8h+5CJaJ h+5h+hz8hGhhz8B*phhGhh+B*phhB*phhz8B*phh+B*phh+5B*ph'ҕӕՕ5ytggWWW$0^`0a$gd+ 0^`0gd+gd7Itkdf$$If+  04 +` a+p $$Ifa$gd+gd+ 56˙ؚ̙ٚ./HIABST 0^`0gd+$0^`0a$gd+stϟџߟltkdf$$If+33  04 +` a+p $IfgdWDgd+$0^`0a$gd+ ϟПџӟԟޟߟ^`npiģϣУu<MOR!"%&GHJLM[ǿǿǿwlgbg hj5 h+5hGhh+CJaJ(hGhh+5CJaJfHq hGhh+5fHq hGhhjB*phhGhhjB*^JphhjB*^JphhjB*phhj5B*\^JphhRt hO$hz8hO$hz8CJaJhz85CJaJ hz85h+hz8&_`opãģ;<NO"#%H $$Ifa$gd+gd+gdj$a$gdj$0^`0a$gdjHIJ\]^~nnnnnnnn$0^`0a$gd+ gd+$a$gd+okd{g$$If+  04 +` a+p kl֮׮'(mn)*"Xgd+$a$gd+ $ a$gd+$`^``a$gd+$0^`0a$gdQr$0^`0a$gd+[emn|Ʊ(!"+ηϷѷҷ0DGz}ȻI-ADŻŮŮhQ*hhh+B*phh`h+5 h+5h`h+5B*phhj5B*phh+5B*phhQr ho]hQr ho]h+ ho]hjhjh+B*phh+B*phh+7XY´ô >?ij"#޶߶67wx$p^p`a$gd+$`^``a$gd+$0^`0a$gdj 0^`0gd+$a$gd+x˷̷ͷϷ 1ghϺк 0^`0gd+ $^a$gd+$*^*`a$gd+$0^`0a$gd+gd+$a$gd+$`^``a$gd+ $^a$gdjкCDyzǻȻIJ@A $`a$gdQ*$a$gd+ $^a$gd+ $^a$gdj$`^``a$gd+$0^`0a$gdjǽ#>Ѿ&67cdq$;LMUht qrsh0YB*phho]h+B*ph h+5h+5B*phh@7-h]h+B*phhQ*h+h$ph+mH sH I WXٿڿ56bc$a$gd+gd+$0^`0a$gd+$`^``a$gd+$a$gdQ*$0^`0a$gdQ*pq8:Mh} # pE yP !gd+ V !gd+ & p@ P !gd+ 0^`0gd+ rsZ[gd+$a$gd7I$a$gd+$0^`0a$gd+"$ # t@ yJ0^`0a$gd+ # pE yP !gd+GK(RWbcv$0^`0a$gd+^gd.> ^`gdaIgd+^gdaI!"bc&PQef)+%&'(jmnqrNpޥ޴hi0h)VYhQ*h u hQ*h+hQ*h+5CJaJhQ*h+CJaJh.> hNh+hNh+5 h+5h+hQ*B*phhaIB*phh+B*ph>vw*+67& $$Ifa$gd+$a$gd+$0^`0a$gd+&'(<=cdrrrrrrrrrrr$0^`0a$gd+$a$gd+tkd1h$$If+FF  04 +` a+p mo78@Aitkdh$$If+J J  04 +` a+p $Ifgd+$a$gd+$0^`0a$gd+ wxlddd$a$gd+tkdi$$If+  04 +` a+p $Ifgd+gd+$0^`0a$gd+ MNqrYZz{ $`^``a$gd+$0^`0a$gdQ*$a$gd+$a$gdQ*$0^`0a$gd+ #$\]*+AB EFop$0^`0a$gd+$`^``a$gd+$0^`0a$gdQ*)*+HIYZ[<=?@l "#º°󬢜#jh+0JCJOJQJU^Jh+0JmHnHu h+0Jjh+0JUh+jh+5B*phh+B*phh+B*ph hQ*5hi0hQ*h+CJaJhQ*h+5CJaJhQ*h+CJh+ h+5hQ*,p<=BCHIZ[ $Ifgd+$0^`0a$gd+<=mn rrrreerrr 0^`0gd+$0^`0a$gd+$a$gdQ*tkdSj$$If+  04 +` a+p  "$h]ha$&`#$ $ $h]ha$&`#$gdk $^a$gdQ*gd+ & F!gd+$0^`0a$gd+ǻhj7hkh+jh+h+jCJOJQJ^Jh+CJOJQJ^J h+0J%h+j0JCJOJQJ^JmHnHu#jh+0JCJOJQJU^Jh+0JCJOJQJ^Jgdk R00&P P+p -p 4 6 :pGh. A!"#$%R00&P P+p -p 4 6 :pGh. A!"#$%DdA  >  C AbaNSxj/MS=D n5NSxj/MSPNG  IHDRYsRGBPLTEْnQ|3fS/& pHYsjIDATx^휉0DC3Nja˶lmZlu߂g'};SyGy>\/:_Fjw\Q^HN>x^8tL^UwW`֟~1ĵ<_nx녧x! ӱfႷ} (Zת ox~ו}jG;v'|)~C%k7lFO|R`2x'zT>wZ딾j&=O0vgqt8Oe!PkV<;1[mfdC;i-l͐[;/p {e2]x5?xsjpzA>Gˆ{v)YZ~ߘY,5ѕ6WTy]?%6IOZ.=jnT;mӥiYiF%hv4-)e~DGTe\z'iN5^h1rprxe.>^G .go~׵pu~#ax׈) Z^[딙ȫv>_s}:G*2ZQS¾*{bipK}u ^kx)TakE6/?~MKoeSk_hʃK\maV?o-a!1j@n7U_B QDհ_. V Da` UW%D6/w-5gx @p!,K ]yLzvJV5;BܯyfR1E\.pA>:Q>_6] l"Gk- `Ko[²X>&BҴb_rDH J\혹"Fu?++-E:3^eCJعTLLEk;dl "Dt&/A>T ɫ8#>8n&> /W7yCKU|8M>$f~W-"% }<HV.!yo)x!ć~v_\ tΥYjAՠXXRWL "[bf)ѓ7Q[ݹ_>!o![>S7(EXc'ަv=[BPhH^dAKYwNxp^4$G"R"y9v/ab@(^d)r"2m=|ZՠN=PI z[n7cF g%8 ,ٍo-%$eEv/VmE9]16C'Ʒ2`"ʎ~WhX %XƜhyO}GRtolIZwKɾ郾5TL]Ѐ4wހ 8cV)2o1[c\j(Hh ws\Y}f` b|KyxQhoo!+AbL3P*P{qDRS+xI*Kw:Oz{E:4JE$V(s6G} TA="mD"!} !`}qH*кLTa ǚNjTEܪ UƋ]YZ N]WԖ zJٓPuU!H|Lϓ50HL? ^?&u0&!y*{|XeҬM⥆`1(`D`j'ɴNesך~4?[Ho2/50<3~׻K?]h[xЧpEzv9Cg/uC-JH,ݕLt/sڥ^d[HJaœh\5͙kیX.dS["NƘBDR0 I,xI%I"|Hqp<>Su#K vU;6Tx VwasɔI+l~_Z j@riB3ozn`17 U2iQ 7 >Oz@cֈЈzo k r8K5b(ZÖP4T}~i0(̂W14%GNZ& '@޺g/:Dӫ)&ۨ!ͶTxZF}^䌲`D9^-E4[V{G<_-,,`n5M2xHSw>]O]Ƌ|;H6luf$saPF}Km$)Ok]/y6LY}2pnw7*L-=D%+Kt/vO܄O -xSͺq>8\VGF+W'L=6WXʞajIa!HLR]= ӹr8 WlqQqi&W[ \^Gv: ZdŲg=zc*dsS8CRH2`( wm}:!wWĒ>:8H/{&u&O/7:\^p6!~K,zM#|0JjN~ո%ųeŗ!Lf2f7n7bY9'q/__(njL.)ϛ׊B1m5됤%fr!XK1 $NCΰ1lACb=PafM_ҪN$?_Dl*/mT̻٪,6(J]󻫆.Ťbd(z\=lr:O8?|}; DF:׎XU2[I>, :3}wdPOL|[y9Ҥ]|l{1nKǥq˵̐H6cƤсвB|;o(1&4 lS V ޯӵS#aoW<D5p*h#p0ObnjR{rYPgmŊ7f]d/A^.~#0+9$£ѺZ]c3,#H!#>2fR[kh!ej|{r r5l5 [C[_ƵĕU\N:xe\r9IçfNd{`v_\=(ySb(M~˽eӗ֞SC0i y;G47]7Wύ~ϫO3JuJڣ Z]U>tȾYNg!J`1  >_97.Qe$aoz=|Hx=W{uS1}RՏ6 [m;^k~G+JoU9&e+\zV7x{ nDVȇFX~:7$ieyR}.(/%|+'{d_ô"9| nmI~}n]ȁh !K>ۅGGƣ4mO B6AĽqǶN`y‡[]6L/ w=9[ݰdF\Ӛ-nG*r Y ٽwԖi#=(p{浥|  C AbaNSxj/MS=7 n5NSxj/MSPNG  IHDRYsRGBPLTEْnQ|3fS/& pHYsjIDATx^휉0DC3Nja˶lmZlu߂g'};SyGy>\/:_Fjw\Q^HN>x^8tL^UwW`֟~1ĵ<_nx녧x! ӱfႷ} (Zת ox~ו}jG;v'|)~C%k7lFO|R`2x'zT>wZ딾j&=O0vgqt8Oe!PkV<;1[mfdC;i-l͐[;/p {e2]x5?xsjpzA>Gˆ{v)YZ~ߘY,5ѕ6WTy]?%6IOZ.=jnT;mӥiYiF%hv4-)e~DGTe\z'iN5^h1rprxe.>^G .go~׵pu~#ax׈) Z^[딙ȫv>_s}:G*2ZQS¾*{bipK}u ^kx)TakE6/?~MKoeSk_hʃK\maV?o-a!1j@n7U_B QDհ_. V Da` UW%D6/w-5gx @p!,K ]yLzvJV5;BܯyfR1E\.pA>:Q>_6] l"Gk- `Ko[²X>&BҴb_rDH J\혹"Fu?++-E:3^eCJعTLLEk;dl "Dt&/A>T ɫ8#>8n&> /W7yCKU|8M>$f~W-"% }<HV.!yo)x!ć~v_\ tΥYjAՠXXRWL "[bf)ѓ7Q[ݹ_>!o![>S7(EXc'ަv=[BPhH^dAKYwNxp^4$G"R"y9v/ab@(^d)r"2m=|ZՠN=PI z[n7cF g%8 ,ٍo-%$eEv/VmE9]16C'Ʒ2`"ʎ~WhX %XƜhyO}GRtolIZwKɾ郾5TL]Ѐ4wހ 8cV)2o1[c\j(Hh ws\Y}f` b|KyxQhoo!+AbL3P*P{qDRS+xI*Kw:Oz{E:4JE$V(s6G} TA="mD"!} !`}qH*кLTa ǚNjTEܪ UƋ]YZ N]WԖ zJٓPuU!H|Lϓ50HL? ^?&u0&!y*{|XeҬM⥆`1(`D`j'ɴNesך~4?[Ho2/50<3~׻K?]h[xЧpEzv9Cg/uC-JH,ݕLt/sڥ^d[HJaœh\5͙kیX.dS["NƘBDR0 I,xI%I"|Hqp<>Su#K vU;6Tx VwasɔI+l~_Z j@riB3ozn`17 U2iQ 7 >Oz@cֈЈzo k r8K5b(ZÖP4T}~i0(̂W14%GNZ& '@޺g/:Dӫ)&ۨ!ͶTxZF}^䌲`D9^-E4[V{G<_-,,`n5M2xHSw>]O]Ƌ|;H6luf$saPF}Km$)Ok]/y6LY}2pnw7*L-=D%+Kt/vO܄O -xSͺq>8\VGF+W'L=6WXʞajIa!HLR]= ӹr8 WlqQqi&W[ \^Gv: ZdŲg=zc*dsS8CRH2`( wm}:!wWĒ>:8H/{&u&O/7:\^p6!~K,zM#|0JjN~ո%ųeŗ!Lf2f7n7bY9'q/__(njL.)ϛ׊B1m5됤%fr!XK1 $NCΰ1lACb=PafM_ҪN$?_Dl*/mT̻٪,6(J]󻫆.Ťbd(z\=lr:O8?|}; DF:׎XU2[I>, :3}wdPOL|[y9Ҥ]|l{1nKǥq˵̐H6cƤсвB|;o(1&4 lS V ޯӵS#aoW<D5p*h#p0ObnjR{rYPgmŊ7f]d/A^.~#0+9$£ѺZ]c3,#H!#>2fR[kh!ej|{r r5l5 [C[_ƵĕU\N:xe\r9IçfNd{`v_\=(ySb(M~˽eӗ֞SC0i y;G47]7Wύ~ϫO3JuJڣ Z]U>tȾYNg!J`1  >_97.Qe$aoz=|Hx=W{uS1}RՏ6 [m;^k~G+JoU9&e+\zV7x{ nDVȇFX~:7$ieyR}.(/%|+'{d_ô"9| nmI~}n]ȁh !K>ۅGGƣ4mO B6AĽqǶN`y‡[]6L/ w=9[ݰdF\Ӛ-nG*r Y ٽwԖi#=(p{浥|