AFB Handbook 09.03.2020 - A. F. Blakemore€¦ · Give great service to all our customers and add value to our trade partners ... Anti-Bribery and Corruption 07 Anti-Facilitation

Employee Handbook2020

the way we work

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WelcometoA.F.Blakemore&SonLtdFOREWORD:

A.F.Blakemore&SonLtdisoneofthelargestandmostforward-thinkingfamily-ownedbusinessesintheUK.The company began life in 1917 as a counter-service grocery store, and has grown from these humblebeginningsintoacompanythatnowemploysmorethan7,800peoplewithaturnoverof£1.2billion.

Ourpeoplehavebeenthemajorreasonforthissuccess,andIwouldliketopersonallywelcomeyoutothisgrowingandinnovativebusiness.

Thepurposeofthishandbookistoprovideyouwithimportantinformationrelatingtoyouremploymentsuchaspoliciesandproceduresandsometerms&conditions,which,togetherwithyourStatementofTermsandConditions,formpartoftheformalcontractthatyouhaveenteredintowithA.F.Blakemore&SonLtd.

This,inadditiontotheaccompanyingBlakemoreWayhandbook,whichidentifiestheuniquecorevaluesthatunderpinourculture,willgiveyouanimportantinsightintothecompanyandthewaywedobusiness.

A.F.BlakemorehasalwaysbeencommittedtodevelopingaloyalanddedicatedworkforceandIlookforwardtoworkingwithyouinthefuture.

I trust thatyouwill follow in the footstepsofmanyofyourpredecessorsbybuildinga longandsuccessfulcareerwiththecompany,andtogetherwewillshareinitsfuturesuccess.

PeterBlakemoreChairman March2020

TheBlakemoreWayoutlinesthecompany’spurposeandthevaluesthatunderpinA.F.Blakemore’sapproachtobusiness.

OurPurpose

Togrowafamilybusinessinwaysthatareprofitableandsustainableforthebenefitofourcolleagues,customersandcommunities

OurValues

DevelopskillstoenableourteamstocontributepurposefullytoourcollectivesuccessEmbracedifferencesthroughaninclusiveculture,reflectiveofthecommunitiesweserveGivegreatservicetoallourcustomersandaddvaluetoourtradepartnersMakeasignificant,positivecontributiontowardslocalcommunitiesandasustainableplanetAttainexcellenceineverythingwedoBehavewithhonestyandintegrityinallourrelationships

PuttingpeoplefirstisthephilosophythathasresultedinA.F.Blakemorebecomingthedynamic,forward-thinkingsuccessstorythatitistoday,anditisthisbeliefthatwillcontinuetodrivethecompany’sgrowthintothefuture.

As a progressive, modern company, we take our corporate responsibility to local and business communitiesseriously.Allaspectsofourbusinessarereviewedtooperateinawaytominimiseourenvironmentalimpact.

Thecompany’ssuccesshasbeenbuiltuponadistinctculturefocusedonpositiveandfriendlyrelationswithstaff,customersandthecommunitiesitserves.

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YOURHANDBOOK

Pleasenotethatthishandbookisintendedfornon-retailA.F.Blakemorestaffasthereisaseparate‘BlakemoreRetail’staffhandbookforretailstaff.

Your Statement of Terms and Conditions, together with the following sections of the handbook, form yourcontractualtermsandconditionsofemployment:

• Pay(includingtaxofficeandNationalInsurancecontributions)• Deductionsfrompay• Gardenleave• Holidays,includingcustomary(bank)holidays• Hoursofwork• Layoffprovision

All other sections of your ‘Handbook’ are non-contractual and are intended to complement your Statement ofTermsandConditionsofEmployment,whichshouldbeissuedtoyouwhenjoiningthecompany.Thisbookletaimstoprovideanexplanationofourvalues,howwework,thebenefitsthatweoffer,andthepoliciesandproceduresthatwehaveinplace(whichdonotformpartofyourtermsandconditionsofemployment).Asanorganisationweendeavourtoprovidethebesttermsandconditionspossibleandtrytoensurefairandequitableemploymentprocesses.Therewillbeoccasionswhenwewillneedtoupdateourhandbookandassuchwereserve theright to review,replace or amend the content as necessary (following consultation with USDAW Union where appropriate) toensurethatourhandbookreflectsanynewlegislationorchangeswithinthebusiness.

UsefulContacts: For further information regarding this handbook please contact the Human Resources department on0121-568-2905oremailSharedservices@afblakemore.comForinformationorqueriesregardingyourpaypleasecontactthePayrolldepartmenton:01902-369820forhourlypaidstaff,and01902-369822forsalariedstaff,oralternativelyEmailpayroll@afblakemore.comForanelectroniccopyofthishandbook,orforcopiesofanyofthecompany’spolicies,pleaseseethe‘CompanyPolicies’sectionwithintheStaffZoneofthecompanywebsite:www.afblakemore.com/staff-zone/company-policies,[email protected]

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Contents–AlphabeticalOrder

PageAbsencefromWork 06AccidentsatWork 06AdditionalEmployment 06AdoptionLeave 07AdverseWeather 07Anti-BriberyandCorruption 07Anti-FacilitationofTaxEvasion(Third-PartyTaxEvasion) 07Appearance 07BereavementLeave 08Breaks 08Benefits–‘BlakemoreBenefits’ 08CCTVandCovertMonitoring 08ChangeofPersonalInformation 08ClockingIn/SigningIn 09Communication 09CompanyVehicleDrivers(Cars/Vans) 09CompassionateLeave 09Conduct 10Confidentiality 10ConflictofInterest 10DataProtection(GDRP)Summary 11DeductionsfromPay 11DignityatWork 12DisciplinaryProcedure 12Drug/SubstanceandAlcoholAbuse 12Email,InternetandTelephone 13EmployeeAssistanceProgramme(GroceryAid) 13EmployeeVolunteering 13Equality,InclusionandDiversity 14EqualOpportunities 14Expenses 14FlexibleWorking 14GardenLeave 14Gifts,GratuitiesandHospitality 14GrievanceProcedure 15HealthandSafety 15HolidaysincludingCustomary(Bank)Holidays 15HolidayPurchaseScheme 16HoursofWork 16JuryService 16Laptop/Tablet/MobilePhoneSecurity 16Lay-offorShort-timeWorkingProvision 16LearningandDevelopment 17LeavingSite 17LongServiceAwards 17LossPrevention/Security 18MaternityLeave(including‘KeepinTouch’(KIT)Days) 18MobilePhones 19ParentalLeave 19PaternityLeave(includingAntenatalLeave) 19

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Pay(includingTaxandNationalInsuranceInformation) 19PensionScheme(Company) 20PensionScheme(GovernmentAuto-Enrolment) 20PersonalProperty 20ProbationaryReviews 20Reservists 21RetirementGifts 21SharedParentalLeave(SPL) 21SocialandDigitalMedia 21Smoking(includingE-Cigarettes) 21StaffDeclaration 22StaffSearch 22Timekeeping 22TimeoffforDependants(FamilyLeave)/DomesticEmergency 22TradeUnionAgreement 23Vacancies/Recruitment 23ViolenceandTheftintheWorkplace 23Whistleblowing(PublicInterestDisclosure) 23PoliciesandProcedures(Availableonhttps://www.afblakemore.com/staff-zone/company-policies) AdverseWeatherPolicy Anti-BriberyandCorruptionPolicy DignityatWorkPolicy DisciplinaryProcedure DisclosureofInformation(WhistleblowingPolicy) Equality,InclusionandDiversityPolicy FlexibleWorkingProcedure GrievanceProcedure HealthandSafetyPolicy LearningandDevelopmentPolicy SicknessAbsenceManagementProcedure SocialMediaPolicy

AdditionalPolicies/Procedures(availablefromHR)ThefollowingcanbeobtainedfromtheHumanResourcesdepartmentbycontacting0121-568-2905:AdoptionProcedureCommunicationsPolicyDataProtection(GDPR)PolicyDrugsandAlcoholPolicy Email,InternetandTelephonePolicyEmployeePrivacyNotice(GDPR)ExpensesPolicyFamilyLeaveProcedureMaternityProcedurePaternityProcedureSharedParentalLeaveProcedureSmokingPolicyStaffSearchProcedure

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ABSENCEFROMWORKIfyouareunabletoattendworkforanyreason,youshouldpersonallynotifyyourimmediatelinemanagerofyourreasonsforabsencenolaterthanonehourpriortothestartofyourshiftonyourfirstdayofabsence.You must keep your line manager fully informed of your progress during your absence; the requirement fornotificationwillbesetbyyourlinemanager.Thecompany reserves the right toaskyouatanystageofyourabsence toprovideaMedicalCertificateand/orundergoamedicalexamination,orauthoriseyourmedicalpractitionertoprovidethecompanywithdetailsofanyillness.Thecompanycannotguaranteetokeepyourjobopenforprolonged/longtermperiodsofabsencethroughsicknessorinjury.ThecompanyoperatesaSickPayScheme,andyouarerequiredtoco-operateinthemaintenanceofallnecessaryrecords.Whenyouarefitenoughtoreturntoworkyoumustnotifyyourmanageratleastonedaypriortothedayyouwishtoreturn.Afteranyperiodofabsenceyoushouldimmediatelyreporttoyourlinemanager.Areturn-to-workdiscussionwillbearrangedwithyourlinemanageroranothermemberofthemanagementteamassoonaspossibleinordertoestablishthatyouarefittoreturntowork.Failure to complywithanyof theabovemay result inpaymentsnotbeingmadeorbeingwithheld. Youwill berequiredtoprovideadoctor’scertificate(FitNote)foranyperiodofabsenceabovesevencalendardays.Urgent doctors, hospital and dental appointments should, wherever possible, be arranged outside of normalworkinghours.Ifthisisnotpossible,thetimewillbepaidatyourbasicpayrateonproductionofanappointmentcard,andyoumaybeaskedtoworkthetimeback.Incasesofpersistentpoorattendance,disciplinaryactionmaybetakeninaccordancewiththecompany’sAbsenceManagementProcedure.Afullcopyofthecompany’sAbsenceManagementProcedurecanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.ACCIDENTSATWORKAny employee, customer or visitor accidents, however minor, must be reported immediately to yoursupervisor/manager at the time, and theAccident Reporting Proceduremust be followed. Your linemanager isresponsibleforinvestigatingtheaccident,withtheaimoftryingtoeliminatethecausetopreventarecurrence.Inthecaseofabsenceswhichoccurasaresultofindustrialinjury,wheretheindividual,duetoinsufficientservice,is not eligible for anypayment from the company, theemployeemaybeentitled to amaximumof twoweeks’sicknesspay.Paymentforabsencerelatingtoanindustrialinjurywillonlybemadeprovidingthat:

a) The employeewas carryingout a recognisedworkingpractice and the accident is not as a result of theemployee’smisconductornegligence.

b) Theaccidentisreportedimmediatelyorpriortotheendoftheperiodofwork.c) Medicalcertificatesofunfitnessforworkaresuppliedtothesatisfactionofthecompany.

ADDITIONALEMPLOYMENTWe understand that you may wish to take additional employment. You must let us know about additionalemploymentoranoutsideinterestifitislikelytohaveanimpactonyourabilitytofulfilyourcontractwithus.Forexample,if:

• Youmaynotbeabletoworkthehourswerequireyouto.• Therolehasadirectconflictofinterestwithus,forexampleworkingforacompetitororsupplier

whenyouareinarolewhichhasaccesstosensitivecompanyinformation.• Your combined average weekly hours exceed an average of 48 hours per week. You will be

requiredtocompleteanOpt-outFormtodothis.

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The company reserves the right to terminate your employment with notice should you not declare other paidemploymentorinterestswhichinanywayimpactuponyourabilitytofulfilyourroleorwhichmaydirectlyconflictwithourbusiness.ADOPTIONLEAVEIfyouhavebeenmatchedwithachild,youmaytakeupto52weeks’adoptionleave,andmaybeentitledto39weeksofstatutoryadoptionpay.Ifyouarethemainadopteryouwillbeabletotakepaidtimeoffforuptofiveadoptionappointments.Ifyouarethesecondaryadopteryouwillbeentitledtotakeunpaidtimeoffforuptotwoappointments.Youwill be required to provide documentary proof to show that you have the right to paid statutory adoptionleave.Thisisusuallyamatchingcertificatefromtheadoptionagency.TheadoptionagencymustberecognisedintheUK.AfullcopyoftheAdoptionLeavePolicyisavailablefromtheHumanResourcesdepartment.ADVERSEWEATHERTheAdverseWeatherPolicydetailsemployeeworkingarrangementsintheeventofadverseweatherconditions(e.g.excessivesnowandice).Thepolicyaimstobalancetheneedsofservicewiththatofindividualemployees,whilstensuringthatemployeesaretreatedinafairandconsistentmanner.Acopyofthecompany’sAdverseWeatherPolicycanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.ANTI-BRIBERYANDCORRUPTIONWeoperateourbusinessethicallyandwithhonestyandintegrity.UndernocircumstancesmustanyemployeegiveoracceptabribeorcommitanybreachoftheBriberyAct2010.Acopyofthecompany’sAnti-BriberyandCorruptionPolicycanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.ANTI-FACILITATIONOFTAXEVASION(Third-PartyTaxEvasion)It is our policy to conduct all our business with honesty and integrity. We take a zero-tolerance approach tofacilitating taxevasion.Undernocircumstancesmustanyemployeeassista third-partyorganisationwithwhomtheyhaveabusinessrelationshiptocommittaxfraud,assetoutintheCriminalFinancesAct2017.Allsupplierandcustomer-facing employees will receive a briefing on the policy. In order to comply with this Policy you (orsomeoneactingonyourbehalf)must:

• Notengageinanyformoffacilitatingtaxevasionorforeigntaxevasion.• Notaid,abetorcounselataxevasionoffenceorforeigntaxevasionbyanotherperson.• Reportanyrequestordemandfromanythirdpartytofacilitatethefraudulentevasionoftaxor

anysuspectedfraudulentevasionoftaxbyanotherperson.• Not threaten or retaliate against another individual who has refused to commit a tax evasion

offence.AfullcopyoftheAnti-FacilitationofTaxEvasionPolicyisavailablefromtheHumanResourcesdepartment.APPEARANCE

Expectations:• Yourclothingmustbesuitablefortheworkyoudoandyoumustobservethestaffdresscodes

whichapplytoyourdepartment.Ifthereisa‘dressdown’day,appropriatesmartcasualclothesshouldbeworn(theseshouldnotbeshorts,ripped/tornorrevealing/offensiveinnature).

• Youmaybeissuedwithsuitableuniformandprotectiveclothingforthejobyouareundertaking,andyouareresponsibleforkeepingthemcleanandtidyatalltimes.

• Allstaffmustpayparticularattentiontopersonalhygiene.• Jewelleryshouldbekepttoaminimum.

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Whilstweneed tomake sure that companyuniformmeetswithour customer service, safetyandhygienestandards, we will always consider adjustments to our uniform in order to meet your needs based onreligiousorculturalbeliefs. Thecompanyreservestherighttorequestthatstaffwithvisibletattoos(especiallyinacustomer-facingrole)coverthemupifmanagementconsiderthemtobeexcessiveorofanoffensivenature.Failuretodosowillresultinyoubeinggiventheopportunitytoaddresstheissueimmediately,andifnecessary,toreturnhometochange(timeawayfromtheworkplacewillnotbepaid).Anydeliberateorrepeatbreachesofthispolicycouldresultindisciplinaryactionbeingtakenagainstyou.BEREAVEMENTLEAVEInthecaseofbereavement,youshouldimmediatelycontactyourlinemanager.Uponthedeathofanimmediatefamilymember(i.e.spouse,partner,parent,childorsibling)youwillreceivepaymentforsixworkingdaysintotal(fiveworkingdays(prorataforparttime)plusadayforthefuneral)anditwillbeclassedasbereavementleave.Inthecaseofthedeathofagrandparentorotherimmediatefamilymember,youwillreceivebereavementleaveand pay for the day of the funeral only. Requests for bereavement leave for non-immediate family will beconsidered.Anyadditional leave requirementwillbeconsidereddependentoncircumstances. Payment isbasicpay,forcurrentcontractedhours.Ifyouareemployedonastandardhourpaymentscheme,paymentwillbebasedona12-weekaverage.BREAKSPleaserefertoyourContractofEmploymentforinformationaboutyourbreaks.Ifyouareentitledtoabreak,yourmanagerwillallocateyourbreakatthemostconvenienttimeinaccordancewiththeneedsofthebusiness.BENEFITS–‘BlakemoreBenefits’The companyprovides a comprehensivebenefits packagewhich includespension, life assurance, staff discount,long service awards, a cycle to work scheme and much more. You can find out more information about yourbenefitsonthewebsiteathttp://www.afblakemore.com/staff-zone/blakemore-benefits.CCTVincludingCOVERTMONITORINGThecompanyreserves the right tocarryoutCCTVorcovertmonitoring for theprotectionof staffandproperty.The company also reserves the right to carry out covert monitoring where there are credible grounds forsuspectingthatcriminalactivityorequivalentmalpracticeistakingplaceandthecompanyconcludesthatnotifyingemployees could prejudice the investigation. Covertmonitoringmust be strictly targeted at obtaining evidencewithinasettimeframeandmustbeauthorisedbyseniormanagement.AnyirrelevantinformationobtainedthroughCCTVorcovertmonitoringwillbedeletedunlessitrevealssomethingwhich no reasonable employer can be expected to ignore.Wemay also review CCTV footage to investigate asuspectedbreachofcompanypolicy,procedureand/orworkingpractices.Unlesspartofanongoinginvestigation,allimageswillbedestroyedafter31days.Where private investigators are engaged, the company will ensure that they are contracted to collect theinformation in a way which will satisfy our obligations as an employer under the General Data ProtectionRegulations2018.CHANGEOFPERSONALINFORMATIONYoumust notify the company if there are any changes to your personal circumstances, such as home address,maritalstatus,nextofkin,nameorcontactdetailsetc.CLOCKINGIN/SIGNINGINInsomeareasthecompanyoperatesaclocking in/signing insystem.Youwillbeexpectedtoclock/sign in/outatthestartofyourshift,attheendofyourshift,atthestartandendofbreaksorifyouleavesiteduringyourshift.

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Youarerequiredtobeatyourplaceofworkreadytobeginworkatyourshiftstarttime.Ifyouarelikelytobelatepleasecontactyourlinemanager.Ifyouarefoundtoberegularlyclockinginlate,disciplinaryactionmaybetaken.Fraudulent use of the clocking in system i.e. clocking in/out another member of staff will be classed as grossmisconductandmayresultinyourdismissal.COMMUNICATIONIt is recognised by the company that one of the key elements of a healthy business is the involvement andmotivationof staff.Wehave anumberofmethods thatweuse inorder to communicatewith youaswell as anumberofwaysforyoutocommunicatewithus,suchas:

CommunicatingwithYOU

• Staffnoticeboards• E-newsletters/staffnewsletters/magazines• Teambriefings/meetings• AFBwebsitehttp://www.afblakemore.com• AFBStaffZonehttp://www.afblakemore.com/staff-zone/• Twitter,Facebookandothersocialmediasites• Communicationapps(insomedivisions)

CommunicatingwithUS

• Teambriefings/meetings• Staffconsultations/forums• Staffsurveys• StaffPDRs(performancedevelopmentreviews)• ‘AsktheBoard’athttp://www.afblakemore.com/staff-zone/• [email protected]

AfullcopyoftheCommunicationsPolicyisavailablefromtheHumanResourcesdepartment.COMPANYVEHICLEDRIVERS(Cars/Vans)The company expects all drivers to ensure that the company vehicle being used ismaintained and returned ingood,cleancondition.Thecompanyreservestherighttochargeyouforanyvaletcleaningordamagerepairsifasaresultofyournegligence.Smoking(includinge-cigarettes)isprohibitedinallcompanyvehiclesatalltimes.Whileno overall limits on private mileage are set, you will be expected to obtain the company’s permission forexceptional/excessivetravel.Driversofthevehiclearerestrictedtoyouandyourspouse/partner,providedpermissionhasbeenobtainedandcopiesofdrivinglicenceshavebeensubmitted.Youmustobtainpermissiontouseyourcompanycarabroad.Youwillbeentitledtoclaimreimbursementforanyfuelboughtfromathirdpartyforcompanybusinessonly.Youwillbe responsible for recording business mileage for Inland Revenue purposes. Please contact either the FleetManagerortheHumanResourcesdepartmentforacopyoftheCompanyVehicleDriversHandbook.COMPASSIONATELEAVEShouldamemberofyourimmediatefamily(i.e.spouse,partner,parent,childorsibling)becomeseriouslyill,youmaybeabletotakeunpaidcompassionateleave.Youshouldspeaktoyourlinemanagertorequestthisleave.CONDUCTAtalltimesyouareexpectedto:

• Conductyourselfinanappropriatemanner,whichdoesnotbringeitheryourselforthe companyintodisrepute.

• Carryoutyourrolewithduediligence,careandattention,andtoactwithhonestyandintegrity.

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• Carry out all reasonable instructions and to act within the law and legislative guidelines relevanttoyourroleandthebusinessweoperate.

• Treatcolleagues,customers,suppliersandmembersofthepublicwithrespectandcourtesy.• Adheretothecompany’sDignityatWorkPolicy.

Anyunacceptableconductwillnotbetoleratedandmayresultindisciplinaryaction.CONFIDENTIALITYYouwillnotmakeuseof,divulgeorcommunicatetoanyperson(saveintheproperperformanceofyourduties)any of the trade secrets or other confidential information of or relating to the company which you may havereceivedorobtainedwhileintheserviceofthecompany.Thisrestrictionwillcontinuetoapplyaftertheterminationofyouremploymentwithoutlimitintime,butwillceasetoapplyto informationorderedtobedisclosedbyacourtofcompetent jurisdictionorotherwiserequiredtobedisclosedbylaw.Youwill notat any timemakeany copy, abstract summaryorprécisof thewholeor anypartof anydocumentrelatingtothebusinessofthecompany,exceptwhenrequiredtodosoforthepurposeofthebusiness,inwhichcasethecopy,abstractsummaryorpréciswillbelongtothecompany.Onterminationofyouremployment(forwhateverreason)youwilldeliveruptothecompanyallcorrespondence,documents, specifications, papers and property which are in your possession or under your control and whichrelateinanywaytothecompany’sbusiness.CONFLICTOFINTERESTDuringworkinghoursyouareexpectedtodevoteallyourtimeanduseyourbestendeavourstoserveanddevelopthebusinessandtoacthonestlyand loyallytothecompany inallmatters.Forthesereasons,youshouldnotbeengaged,interestedorconcerned,eitherdirectlyorindirectly,inanyotherbusinessortrade(thisdoesnotincludeanyshareholdinginapublicorprivatecompanyoflessthan10%oftheissuedsharecapitalofthatcompany).Thereisariskthatyouwillnotbeabletofulfiltheseobligationstothecompanyifasituationariseswhereyourpartner or a close relative works in or has a financial interest in a business which is a customer, supplier orcompetitor of the company. If such a situation may arise, you should inform your manager at the earliestopportunity.Thecompanywillneedtobeassuredthatthereisnopossibilityofyourloyaltiesandenergiesbeingdiverted from the company’s business, or that there could be any disclosure of confidential information to thedetrimentofthecompany.Shouldthecompanydecidethatthereisapotentialconflictofinterestbetweenyouandyourpartnerorrelative,orshouldaconflictofinterestbediscoveredwhichhasnotbeenopenlydisclosed,itmaybedeemednecessarytoterminateyourcontractofemploymentonthegroundsof‘someothersubstantialreason’.Suchadecisionwouldonlybetakenafterafullinvestigationandsubsequentmeetinghasbeenconvened. DATAPROTECTION(GDPR)SummaryAs your employer, A.F. Blakemore & Son Ltd needs to keep and process information about you for normalemploymentpurposes.Theinformationwedoholdwillbeusedtoenableustorunthebusinessandtomanageour relationship with you effectively, lawfully and appropriately. This will be the case during the recruitmentprocess, whilst you are working for us and after you have left. Information held will be used for purposes ofcomplyingwiththeemploymentcontract,anylegalrequirementsandforreasonsoflegitimateinterests.

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Themajorityoftheinformationwewillholdwillhavebeenprovidedbyyou,butsomemayhavecomefromotherinternalsourcessuchasyourmanager,orinsomecases,externalsources,suchasreferees.Asyouremployer,thefollowingprincipleswillbeapplied,ensuringthatyourdatais:

• Fairlyandlawfullyprocessed,andsecurelykept.• Processedforemploymentpurposes.• Accurate,adequate,relevantandnotexcessive.• Notkeptlongerthannecessary.• Notsharedwithoutadequateprotection.• ProcessedinaccordancewithyourrightsundertheDataProtectionAct.

Wewillonlydiscloseinformationaboutyoutoathirdpartyiflegallyobligedtodosoortocomplywithcontractualduties,forinstancethecompanymayneedtopassoncertaininformationtoanexternalprovidertoadministerthepensionorhealthinsuranceschemesonbehalfofthecompany.YourRightsUndertheGeneralDataProtectionRegulations(GDPR)youhaveanumberofrightswithregardtoyourpersonaldata.Youhavetherighttorequestaccessto,rectificationoforerasureofyourdata.Youalsohavetherighttorestrictorobjecttoprocessingaswellastherighttodataportability.Whereyouhaveprovidedconsentfortheprocessingofyourdatayouhavetheright(incertaincircumstances)towithdrawthatconsentatanytime.ForthepurposesofGDPR,A.F.Blakemore&SonLtdisthecontrollerofdataandafullcopyofthecompany’sPrivacyNoticecanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.Acopyofthecompany’sDataProtectionPolicycanbeobtainedfromtheHRdepartment.

UsefulContacts: Shouldyouhaveanyqueriesorconcernsabouthowyourdataisprocessed,contactcanbemadewiththeSharedServicesteaminthefollowingways:Telephonenumber: 0121-568-2905Email: [email protected]

DEDUCTIONSFROMPAYInaccordancewiththeEmploymentRightsAct1996,thecompanyisauthorisedtodeductfromanemployee’spay,anysumsthatareduefromthem.Exampleswherethecompanymaymakedeductionsareasfollows(this list isnotexhaustive):

• Duetoanystatutoryprovision• Paymentinaccordancewithacourtorderorpublicauthority• Administrationerrors/overpayments• Loans(includingsalarysacrificeschemes)• Advancesmadebythecompanyintheformofaloan• Anytrainingcoststoberecoveredinaccordancewithanyagreedtrainingcontracts• Anyoverpaymentsinrespectofannualleavetakeninexcessofentitlement• Anypersonalexpensesincurredthroughacompanyaccountorcreditfacility/card• Subscriptionsfortradeunionmembership

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Staff will be notified in advance of any deductions to be made from pay where possible (excluding adminerrors/overpayments),witharepaymentplanagreedasappropriate,unlessthedeductionismadefromthefinalpay.Whereanoverpaymentofwageshasoccurredduetoerror,theamountofoverpaymentwillbedeductedfromthenextwagespayment.DIGNITYATWORKWebelievethateveryoneshouldbetreatedwithdignityandrespectwhilstatworkandshouldbeencouragedtomeettheirfullpotentialbyworkinginanon-threateningenvironmentfreefromharassmentand/orbullyingofanykind. Through understanding how ourwords and behaviour affect otherswe can ensure thatwe all contributetowardsahealthyworkingenvironment.Acopyofthecompany’sDignityatWorkPolicycanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.DISCIPLINARYPROCEDUREThecompany’sDisciplinaryProcedureisdesignedtohelpandencourageemployeestoachieveandmaintainacceptablestandardsofconductandperformancewhilstensuringthefairandconsistenttreatmentofallemployees.Theprocedureappliestoallemployeesunlesstheyarewithintheirprobationaryperiod(includinganyextensiontotheprobationaryperiod),exceptinthecaseofgrossmisconduct,whentheDisciplinaryProcedurewillapply.Acopyofthecompany’sDisciplinaryProcedurecanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.DRUG/SUBSTANCEANDALCOHOLABUSEThe company is requiredby law to ensure that employees are providedwith a safeworking environment. Thecompany isthereforeresponsibleforensuringthatallemployees,whentheyareatwork(particularly if theyaredriving vehicles of any kind or using equipment), are in a fit state to do so. In the context of this policy, theperformanceoftheirjobmustnotinanywaybeimpairedbydrug/substanceoralcoholabuse.Ourapproachtodealingwithalcoholordrugabuseisaimedatpreventionandtheprovisionofsupport.Ifatanytime you are experiencing problems with drug/substance or alcohol abuse please let us know. We will try toprovide appropriate advice, support or assistance where possible, although this would depend on individualsituations.Employees seeking supportwith drugs/substance or alcohol-related problems can also contact FRANK – a free,friendlyandconfidentialadviceservice.

UsefulContactInformation:FRANK:

• Online–www.talktofrank.com/contact-frank,livechatfrom2pm–6pmdaily• 24/7Helpline–03001236600(callsfromalandlinecostnomorethananormalnationalcall,thecallmayshowupon

thebill,callsfromamobilephonemayvarydependentonwhatnetworkyou’reon)• Text–82111(standardnetworkratesapply)• Email–[email protected]

AlcoholConcern:• Freehelpline–03001231110(weekdays9am–8pm,weekends11am–4pm)• Email–[email protected]

AlcoholicsAnonymous:• Nationalhelpline–08009177650• Email–[email protected]

YoucanalsovisittheNHSdrugandalcoholsupportserviceatwww.nhs.uk/Livewell/drugs/pages/Drugshome.aspx

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Acopyofthecompany’sDrugandAlcoholPolicycanbeobtainedfromtheHRdepartment.EMAIL,INTERNETANDTELEPHONEIt is a condition of your contract of employment that you comply with our rules and policy for the use of theinternet, email, fax and telephone equipment. Our computer and telephone systems aremaintained solely forconducting business, and the use of them for any other purpose, without permission, will be treated as‘misconduct’,dependingontheseverityoftheoffence.Wereservetherighttoaccessandmonitorallcommunicationssent,receivedorstoredoncompanyequipment,anditshallremainthepropertyofthecompany.Communicationsmustnotbeinanywayoffensive,obsceneorcontain sexual or pornographic images or information that criticises or embarrasses the company, its clients orstaff. This shall constitute grossmisconduct and could lead to dismissalwithout notice.When youhave left orresignedfromthecompanywereservetherighttoaccessyouremailaccountandallothercomputer-basedfilesunderyourpasswordinaccordancewithGDPRguidelines.AfullcopyoftheEmail,InternetandTelephonePolicycanbeobtainedfromtheHumanResourcesdepartment.EMPLOYEEASSISTANCEPROGRAMME(GroceryAid)GroceryAidisthecharitylookingaftertheneedsofthreemillionpeopleinretail,improvinglivesforallinvolved–yesterday, todayand tomorrow,plus those retired from the sectorand its associatedbusinesses.Whether yourproblemsarebigorsmalltheyarethereforyou.WhoDoesGroceryAidHelp?GroceryAidhelpspeople,andtheirfamilies,whoareworkingin,orretiredfrom,retailandassociatedbusinesses,suchassales,distributionofretailgoods,fittingservicesorfinance.

GroceryAidContactInformation:HowcanIcontactGroceryAid?

• Online–www.groceryaid.org.uk • Freeandconfidentialhelpline–08088021122

WhencanIcontactGroceryAid?The GroceryAid helpline is open 24 hours a day, seven days a week. Some of the services GroceryAidprovidesare:

• Financialhelp,includingbenefitsanddebtadvice• Emotionalsupportandadvice• Healthandwellbeingsupport• Relationshipsupport• Workandcareeradvice• Legaladvice• Carersanddisabilitysupport

EMPLOYEEVOLUNTEERINGEmployeevolunteeringisanintegralpartofA.F.Blakemore’sculture. Theprogrammeencouragesemployeestovolunteer their services, in work time, in support of the community groups that work in the heart of thecommunitieswherewetrade.EQUALITY,INCLUSIONANDDIVERSITYWe appreciate that everyone is different and has something unique to offer. We have an increasingly diverseworkforce,whichisvitaltoensuringthatweoperatesuccessfullywithinthemulticulturalanddiversecommunitiesthatweserve.Wewanttorespectandunderstandthesedifferencesandtomakethemostofeveryone’sculture,talent and experience. A copy of the company’s Equality, Inclusion and Diversity Policy can be viewed athttp://www.afblakemore.com/staff-zone/company-policies.

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EQUALOPPORTUNITIESWe are committed to the promotion of equal opportunities within recruitment, employment, learning anddevelopment, through the way we manage the business and provide services to the community. In order todemonstratethiscommitment,wedevelop,promoteandmaintainpoliciesthatarefundamentaltotheprinciplesoffairnessandequalityintheworkplace.EXPENSESAny expenses you may incur on behalf of the company may be reclaimed in accordance with the company’sExpensesPolicy.Acopyofthepolicycanbefoundathttp://www.afblakemore.com/staff-zone/company-policies.Claims may only be made in respect of expenses wholly necessary and exclusively incurred on behalf of thecompany.FLEXIBLEWORKINGWe are committed to developing flexible working practices that meet the needs of our employees and thedemandsofourbusiness.IfyouwishtoapplyforflexibleworkingthenyoushouldcontacttheHumanResourcesdepartment at the earliest opportunity. A copy of the company’s Flexible Working Policy can be viewed athttp://www.afblakemore.com/staff-zone/company-policies.GARDENLEAVETherearecertaincircumstanceswherewereservetherighttoplaceyouongardenleave.Wemaketakethisactionwherewereasonablybelievethat:

• Youarejoiningacompetitor.• Youhaveaccesstoconfidential/sensitiveinformation.• Youmayposeariskofdisruptionorsabotageduringyournoticeperiod.

Wemayalso,asanalternative, reduceorvaryyourroletoalleviatesuch issuesduringallorpartofyournoticeperiod.Shouldyoubeplacedongarden leaveyouwillnotbeexpectedtocarryoutyourduties,youwillnotbepermittedtoaccessanyITsystemsorbusinesssocialmediaaccountsandyouwillnotbepermittedtoenteranybusinesspremisesortocontactanycolleagues,customersorsuppliers.GIFTS,GRATUITIESANDHOSPITALITYYou must immediately report to your line manager, any offer of gifts or services by customers, suppliers,distributorsandanyothersuchpersonshavingasimilarconnectionwiththecompany.Youmustnotacceptoragreetoacceptsuchofferswithoutthepriorwrittenconsentofthecompany.Thisappliesto any gifts or services, directly or indirectly, from any persons or companywithwhom this company conductsbusiness, or may conduct business. Gifts and samples remain the property of the company; any unauthorisedremovalfromthecompanywillbeconsideredasmisconduct.Anyoffersofhospitalitymustbereportedtothecompanyandattendancemustbeauthorisedbyadirector.Anyexpenses incurred whilst attending any hospitality, including travel expenses, are to be considered personalexpenses. A copy of the company’s Anti-Bribery and Corruption Policy can be viewed athttp://www.afblakemore.com/staff-zone/company-policies.GRIEVANCEPROCEDUREThepurposeofthisprocedureistoresolveanycomplaints,concernsorproblemsthatmayariseduringthecourseofemployment,bothquicklyandtothesatisfactionofallconcerned.Any employee who has a grievance relating to their employment should initially try and resolve thegrievance/complaintinformallythroughdiscussionwiththeirimmediatelinemanager,inanattempttoresolvethe

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issue at the earliest opportunity. A copy of the company’s Grievance Procedure can be viewed athttp://www.afblakemore.com/staff-zone/company-policies.HEALTHANDSAFETYA.F.Blakemoretakesseriouslyitsresponsibilitiesunderhealthandsafetylegislation.Ourobjectiveistoprovideasafeworkingenvironmentandsafesystemsofwork.Healthandsafetyguidanceisgiventoallnewemployeesandregular refresherupdatingsessionsareheld forexistingemployees. Acopyof thecompany’sHealthandSafetyPolicycanbeobtainedfromtheHRdepartment.HOLIDAYSincludingCustomary(Bank)HolidaysPleaserefertoyourContractofEmploymentforyourentitlement.Theholidayyearis1stMayto30thAprilandyourholiday pay entitlementwill be calculated on the basis of your average 12months’ earnings. Salaried staff willreceiveholidaypayattheirusualdailyrate.Service-relatedholidayentitlementsarecalculatedatthestartoftheholidayyear.Youarerequiredtogiveadvancenoticeofyourintentiontotakeholidayleaveinwriting,givingatleasttwicetheamountofnoticeastheholidaysrequested,e.g.twoweeks’noticeforoneweek’sholidayrequested.Anyholidaywillbegrantedatthecompany’sdiscretion.Inordertomanageholidays,thecompanymayrequireanemployeetotakeholidayataparticulartime,forexample:iftheemployeehasanexcessiveannualleavebalance.Thecompanywillgivetwicetheamountofnotice,e.g.twoweeks’noticeforoneweek’sholidayrequested.Holiday leave in the summermonths is amaximum of 15 days, of which nomore than 10 daysmay be takenbetween1stJulyand30thSeptemberunlessagreedwithyourlinemanager.Noholidaycanbetakenbetween14thDecemberand5thJanuary(exceptcustomaryholidays)unlessagreedwithyourlinemanager.Ifyouareemployedon a standard hour payment scheme where five or six customary holidays have been incorporated into yourentitlement,youshouldadd thesedaysontoyourbasicentitlement for the full yearallowance. Ifyouwork lessthanfivedaysperweek,aproratacalculationwillbeappliedtodetermineyourannualholidayentitlement.

TakingHolidays:• Anyholidaywillbegrantedatthecompany’sdiscretionandsubjecttobusinessneeds.• Youshouldensurethatyoutakeyourfullentitlementthroughouttheyearasholidayentitlementwill

notbecarriedforwardtothefollowingholidayyear(unlessunabletobetakenduetomaternityorlong-termillness).

• Holidayswillbegrantedonafirstcome,firstservedbasis,inaccordancewithbusinessneeds.• Shouldyoufailtobookyourholidaysthroughouttheyear,thecompanyreservestherighttoallocate

youholidayleaveinblocksofoneweektoensurethatholidaysaremanagedappropriately.• You should never make firm holiday arrangements without obtaining authorisation from your

managerfirst.Youmaylosedepositsifholidaysarebookedbutcannotbegranted.Customary(Bank)Holidays:Paymentforcustomaryholidaysisbasedonyourcontracthoursandwillbepaidatyourholidaypayrate.Pleasearrangewithyourlinemanagertoworkthecorrectnumberofhoursintheholidayweekifpossible,toensurethatyouarepaidyourbasicweek.Anemployeeabsentfromworkwithoutpermissiononthelastworkingdaybeforeorthefirstworkingdayafteracustomaryholidayshallforfeitpaymentfortheholidayexceptwheresicknesspayisdue,providingtheyhavefollowedthecorrectreportingprocedure.HOLIDAYPURCHASESCHEMEYouhavetheopportunitytopurchaseuptofiveadditionalholidaydayseachyearontopofyourcontractedannualentitlement.TotakeadvantageofthisbenefityouwillneedtocompletearequestforminAprileachyear.Youmaypayforanyadditionalholidaysviadirectdeductionfromyourpayorbysettingupastandingorder,withpaymentsbeingmadeovera12-monthperiod,oryoumaychoosetotakeadditionalholidaysunpaid.

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Detailsoftheholidaypurchaseschemerequestprocesswillbeadvertisedinternallyandviathecompanywebsitepriortothecommencementofeachholidayyear.HOURSOFWORKYourcontractedhoursperweekwillbestatedinyourContractofEmployment.Itisimportantthatyouravailabilityisflexibleinorderforthebusinesstobeabletorespondquicklyandefficientlywithchangingcustomerdemands.It isalso importantthatyouensurethatyouareasflexibleaspossiblewithcoveringdifferentdaysandhoursofworkduetoholidays,absence,increaseincustomerdemandorattendingmeetings.JURYSERVICEShouldyoubeselectedtoundertakejuryservice,youwillreceiveaconfirmationletterwitha‘CertificateofLossofEarnings’formfromthecourt.AcopyofbothdocumentsmustbegiventoyourlinemanagerandthePayrolldepartment.ThePayrolldepartmentwillcompletethe‘CertificateofLossofEarnings’formandsenditbacktoyou.Youmusttakeitwithyouonyourfirstdayincourtasajuror.Sothatyoudonotsufferfinanciallywhilstundertakingjuryservice,thecompanywillpayyouaverageearningsforeachdayorhalfdaythatyouattendcourt,whichwillbetreatedasacompanyloan.Thecourtwillthennotifyyouoftheamountthattheywillpayyouforlossofearnings,andpayitdirectlyintoyourbankaccount. This informationmust be sent to thePayrolldepartment, atwhichpoint theamount statedandpaidtoyoubythecourtwillbedeductedfromyournextpay.Shouldyoufailtoprovidethiscompletedcertificate,thePayrolldepartmentwilldeductthefullamountpaidtoyouasaloanfromyournextpay.LAPTOP/TABLET/MOBILEPHONESECURITYLaptop/tabletandmobilephoneusersmustbevigilantatall timesregardingthetypeof information/databeingaccessedtoensurethatsensitiveinformation/dataisnotseenbyanotherworkcolleagueorunauthorisedperson.Laptops/tabletandmobilephonesarealsoanattractivetargetforthieves,andextraprecautionsmustbetakentoensure the safety of the device. You should follow the guidance below to minimise the risk of theft, loss orinappropriateaccessorviewingofdata:

Laptops/tablets/mobilephonesoranyotherportabledeviceforstoringinformationshould:• Beabletobeaccessedviaasecureuniquepasswordonly.• Bestoredsecurelyandonlyusedbytheauthoriseduserwhenathome.• Becarriedinanappropriatecaseorbagwhenawayfromcompanypremises.• Onlybeusedinapublicplacewhenabsolutelynecessary.• Neverbeleftunattendedinapublicplace.• Neverbeleftinavehicleovernight.• Neverbeleftinsightinsideavehiclesuchason,behindorundertheseatofacar.

You are responsible for all company property in your possession. Should your employment come to an end, allpropertymustbereturnedingoodcondition.PasswordsandloginsmustbedisclosedtotheHRdepartment.LAY-OFFORSHORT-TIMEWORKINGPROVISIONIntheeventofworkshortageorothercircumstancebeyondthecontroloftheemployerwhichpreventsnormalworking, the employer reserves the right to lay employees off or impose short-time working to meet thosecircumstances.Paymentduringlay-offperiodswillnotbeinexcessoftheamountprovidedbyanystatutorylay-offpay provision in current force at that time. During a lay-off or short-time period, youmay take on another jobproviding:

• Itisauthorisedbythecompany.• Itisnotforacompetitor.

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• Youareavailableforyouroriginaljoboncethelay-offorshort-timeperiodends.LEARNINGANDDEVELOPMENTThe company is committed tomaintaininghighquality standards inproducts,processes, safeworkingpractices,environmentalmanagement,businesssystemsandpeopledevelopment.We recognise that we are dependent on our people to achieve our business objectives. We are thereforecommittedtoprovidingtraininganddevelopingallemployeestoensurethat:

• Individual employees have the skills, knowledge and positive attitudes needed to do their jobseffectivelyandtoestablishedqualitystandards.

• Thebusinesshasthecollectivecompetenciesitrequirestocontinuallydevelopitsperformancetoachieveitsbusinessplansinahighlycompetitivemarket.

• Employeesareencouragedtocontinuallyimprovetheirjobandpersonalperformanceandtohavetheopportunitytoachievetheirpotentialwithintheorganisation.

Pleasenotethatshouldyouundertakeanyexternaltraining,orinternalspecialisttraining,youmayberequiredtosignuptoa‘TrainingContract’,whichmayincludearepaymentclause.LEAVINGSITEItisnecessarytogetyourmanager’spermissiontoleaveyourplaceofworkduringworkinghours,unlessitispartofyournormaldutiestodoso.Failuretoobtainpermissionmayresultindisciplinaryactionbeingtaken.LONGSERVICEAWARDSIn recognition of your contribution to the company, you will receive a certificate, letter and a badge at keymilestones. From 10 years’ service, and every five years thereafter, you will also receive either vouchers or amonetary award as indicated in the table below. If youhave transferred toA.F. Blakemore through a businessacquisition,allpreviousservicewillberecognised;however,longserviceawardswillnotbemaderetrospectively.

Serviceyears Giftforemployeeswhowork30+hoursperweek

Giftforemployeeswhoworklessthan30hoursperweek

3 Certificate,letter&badgeonly Certificate,letter&badgeonly5 Certificate,letter&badgeonly Certificate,letter&badgeonly10 £100.00 £50.0015 £250.00 £125.0020 £400.00invouchers £200.00invouchers25 £500.00*invouchers £250.00*invouchers30 £600.00 £300.0035 £700.00 £350.0040 £800.00 £400.0045 £900.00 £450.0050 £1,000.00 £500.00

*Fourweeks’sabbatical(additionalholidayleave)tobetakenwithintwosubsequentholidayyearsandattimestobe agreed with your line manager. This is in addition to your contractual benefits and can be changed at thecompany’sdiscretionwithoutnotice.Shouldyouchoosetoleavethecompany(withtheexceptionofTUPEtransfer,storeclosureorredundancy)orbedismissed prior to taking all of your sabbatical leave, then any untaken sabbatical leave will be forfeited. Thecompanyalso reserves the right to insist thatuntaken sabbatical leavebe takenas all orpartof anemployee’snoticeperiod.

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LOSSPREVENTION/SECURITYWe are committed to conducting our businesswith honesty and integrity and expect all staff tomaintain highstandardsinaccordancewithourLossPreventionandSecuritypoliciesandprocedures.Weareallresponsibleforlosspreventionandsecurityinourbusinessandassuchwehaveanumberofpoliciesandproceduresinplacetosafeguardemployees,companyproperty,stockandcash.

StaffSecurity• Perimeterfencingshouldbekeptsecured,andifyounoticeanydamageyoushouldreportthisto

thelinemanagerimmediately.• Most door entrances are controlled by access control cards.Where this is the case you should

neverusea cardbelonging to someoneelse. If doorwaysarenotworking correctly you shouldreportthistothelinemanager.Entrancedoorsmustneverbeproppedopen,andifyouseethisoccurringyoumustremovetheproptoensuredoorsecurity.

• Visitorsmustnotbeallowedintothepremisesunlesstheyareauthorised/haveavisitor’spassandtheyareinthepresenceofanemployee.Ifyouseeanunaccompaniedvisitoryoushouldpolitelyask(thevisitor)iftheyneedassistanceorreportittothelinemanager.

• The company reserves the right to conduct routine staff searches at any time. This can includepersonalproperty,bags,lockers,vehicles,etc.

• Undernocircumstancesshouldstaffconsumefoodordrinkinoperationalareas,exceptinofficialdesignatedareas.

StockManagement/Control• Inbound goodsmust be checked and recorded accurately, including verifying that goods arrive

withacceptabledatelife.• Outboundgoodsmustbeprocessedandrecordedaccurately,priortogoodsleavingthepremises.• Any food/productwaste being disposed of or removed from the premisesmust be recorded in

accordancewithagreedproductdisposalprocedures.Ifyoususpectthatcompanysecurityproceduresarebeingcompromisedatanytime,youshouldreportthistolinemanagementordirectlytotheHRdepartment.MATERNITYLEAVE(including‘KeepinTouch’(KIT)Days)Ifyouareexpectingababyyouareentitledtoanumberofrights.Someofthesedependonyourlengthofserviceoryourlevelofpay:

• Reasonabletimeoffwithpaytoattendantenatalclinicsetc.(uponproductionofanappointmentcard)

• Maternityleave(allpregnantemployeesqualifyfor52weeks’leaveregardlessofservice)• Statutorymaternitypay

Itisimportantthatyounotifythecompanyasearlyaspracticablypossibleofyourpregnancyinorderthatwecanconductariskassessmenttoensureyourhealthandsafetywithintheworkplaceisprotected.Thecompanymayinviteyoutoattendworkfor‘KIT’daysifwefeelyouneedtobeinformedofsomethingthatmayaffectyou.Youwouldreceivenormalpayforthehoursattended.Additional information isavailablefromtheHumanResourcesdepartment.MOBILEPHONESIf it is necessary to bring personalmobile phones to theworkplace, theymust only be used during recognisedallocated breaks and not during working hours. They should be switched off during working hours as theyrepresent interruptions in theworkplaceand causeapotential healthand safety risk. Companymobilephonesshouldonlybeusedduringworkinghoursforcompanybusiness.Ifexcessivecallsaremadeonacompanymobilephone,thecompanyreservestherighttorequestreimbursement.

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PARENTALLEAVEIfyouhavecompletedoneyear'scontinuousservice,youareentitledto18weeks’unpaidparentalleaveforeachchildbornoradopted.The leavecanstartoncethechild isbornorplacedforadoption. Youcantakeparentalleaveatanytimeuptothechild's18thbirthday.Leavemustbetakeninblocksofaweekormultiplesofaweek.Youmust give at least 21 days’ notice. If youwish to take parental leave then you should contact theHumanResourcesdepartmentattheearliestopportunity.PATERNITYLEAVE(includingAntenatalLeave)Youmaybeentitledtopaternityleaveandpayifyourpartnerishavingababy,adoptingachildorhavingababythroughasurrogacyarrangement.Paternityleaveisavailableifyou:

• Haveorexpecttohaveresponsibilityforthechild'supbringing.• Are the biological father of the child or the mother's husband or partner (including same-sex

relationships).• Haveworkedcontinuously for thecompany for26weeksendingwith the15thweekbeforethe

babyisdue,ortheendoftheweekinwhichyouarenotifiedofbeingmatchedwiththechild(UKadoption).

• Taketheleavewithin56daysofthebirth.Youmusttelluswhenthebabyisdue,ifyouaregoingtotakeoneortwoweeksoff,andwhenyouexpectyourpaternity leave to start. If eligible, you can choose to take either one week or two consecutive weeks' paidpaternity leave (notodddays). Fathers,partnersandcivilpartnersofapregnantwomanareentitled tounpaidtime off during working hours to accompany her to two antenatal appointments. This includes the intendedparents if they're having a baby through a surrogacy arrangement. Additional information is available from theHumanResourcesdepartment.PAY(includingTaxOfficeandNationalInsuranceContributions)Youwillreceiveanitemisedpayslipwithintheweekthatyouarepaid.Itisimportantthatyoucheckyourpayslipcarefully.Ifyouhaveaquerywithyourpayyoushouldraisethiswithyourlinemanagerassoonaspossiblesothatarrangements can be made to explain or, if necessary, rectify the problem. Any queries about income tax orNationalInsurancecontributionsshouldbemadedirectlytothetaxoffice.Youneedtotellyourtaxofficeifyou:

• Getmarriedorformacivilpartnership.• Startgettingasecondincome.• Become,orstopbeing,self-employed.• Startorstopgettingcompanybenefits,suchasacompanycarormedicalinsurance.

Allthesethingsandmorecanaffecttheamountofincometaxthatyouhavetopay.

UsefulContacts:YouwillneedtohaveyourNationalInsurancenumberwithyou

whenyoumakecontactwiththetaxoffice.Website:www.hmrc.gov.uk

Taxhelpline:03002003300 PAYEReferencenumber:671B375

PENSIONSCHEME(Company)TheA.F.Blakemore&SonLtdStaffRetirementBenefitSchemeisoneofthemostimportantandvaluablebenefitsthe companyoffers you. Youareeligible to join the companypension schemeat thenext intake, following twocomplete years of service. Should you choose not to join at the first opportunity, youwill only be eligible andinvitedtojoinatthree-yearlyintervalsthereafter.

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The company also operates a salary sacrifice scheme, called Pension Plus, for schememembers earning on orabove a set limit. In brief, your contractual pay will be reduced by the amount of your contribution and thecompanywillthenpaythisamountasanadditionalemployercontributionintothepensionscheme.Bydoingso,yousaveonyourNationalInsurancecontributions.LifeAssurance (activepensionmembersandnon-pensionmembers)–Activemembersof thecompanypensionschemewill qualify for life assurance. If you die while employed by the company, your family/dependants willreceiveapaymentequivalent to six timesyourannualearnings,basedon the last52weeks’earningsup to thedateofdeath.Eligiblenon-pensionmemberswillalsoqualify for lifeassurancetothevalueofonetimesannualearnings.Hourlypaidstaffqualifyuponcompletionof12months'continuousservice.PENSIONSCHEME(GovernmentAuto-Enrolment)Anauto-enrolmentworkplacepensionscheme(NEST)isoperatedtomeetouremployerdutiesandtohelpyouputmoneyasideforyourretirement.Ifyouarenotinthecompanypensionschemeyoumaybeauto-enrolledintothisscheme,dependingonyourageandearnings.Onceyouareenrolledwewilldeductanycontributionsthatyouarerequiredtopayfromyourwagesorsalary,andthenpaythisintothepensionschemeonyourbehalf.Wearealsorequiredtocontributetoyourscheme.Shouldyouchooseto‘optout’ofthisscheme,thisshouldbedonewithintheopt-outperiod(normallyonemonthfromthedateyourenrolmentbegins)bycontactingNESTwithyourNESTID(thiswillbesenttoyouonceenrolled).

UsefulContacts:Onceyou’vereceivedyourNESTIDthereareseveralwaystooptout.Youcanoptoutby:

• Visitingwww.nestpensions.org.uk/member-hubandfollowingtheinformationonscreen.• CallingNESTon03000200090andfollowingtheautomatedinstructions.• CallingNESTon03000200090andrequestingapaperopt-outformwhichyou’llneedtosignand

givetous.PERSONALPROPERTYThecompanycannotacceptanyliabilityforlossordamagetoanypersonalpropertyattheworkplaceortoavehicle,orvehiclecontents.Wherelockersareprovided,allpersonalpossessionsmustbeplacedinthelocker,whichmustbesecuredatalltimes.PROBATIONARYREVIEWSYourContractofEmploymentwill tellyouhow longyourprobationaryperiodwill last.Duringyourprobationaryperiod:

• Youwillbegiventhetrainingyouneedtodoyourjob;thismaybeintheformofdirecttraining,on-the-jobtraining,coaching/buddying,workbooksore-learning.

• Your manager and other colleagues will support you to develop your skills, knowledge andexperience.

• Your manager will have regular meetings/discussions with you to discuss your performance,includingareaswhereyouneedtoimprovetomeetthecompany’sstandards.

RESERVISTSReservistsmust inform the company that they are amember of the Reserve Forces and the specific force theybelongto;thisistoensurethatthecompanycanprovidetheappropriatesupportandcanplanresourcesduringperiodsofleave(e.g.trainingand/ormobilisation). Youwillnot receiveanypay fromthecompanywhilstonactive service;however,youwill receivepay fromtheMinistry of Defence (MOD): https://www.gov.uk/government/publications/armed-forces-reserves-a-quick-

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guide/armed-forces-reserves-a-quick-guide. You will also not accrue any holidays with the company during anyperiodthatyouareonactiveduty.RETIREMENTGIFTSRetirementgiftswillbebasedonyears’serviceforthefollowingamounts:

Amount Service£10.00peryear Upto10years’service£20.00peryear 10–20years’service£30.00peryear Forallserviceover20years

Eitheracashpaymentpayablethroughwages,whichisliablefortaxandNationalInsurance,orgiftvouchersareavailable.Thisisinadditiontoyourcontractualbenefitsandcanbechangedatthecompany’sdiscretionwithoutnotice.SHAREDPARENTALLEAVE(SPL)Thisprovidesbothparentswiththeopportunitytoconsiderthebestarrangementtocarefortheirchildduringthechild’sfirstyear.Theamountofleaveavailableiscalculatedusingthemother’sentitlementtomaternity/adoptionleave,whichallowsthemtotakeupto52weeks’leave.Iftheyreducetheirmaternity/adoptionleaveentitlementthentheyand/ortheirpartnermayoptintotheSPLsystemandtakeanyremainingweeksasSPL.ThismeanstheirpartnercouldbegintotakeSPLwhilethemotherisstillonmaternity/adoptionleave.SPLenablesparents toshare thecaring responsibilitiesevenlyorhaveoneparent taking themaincaring role,dependingontheirpreferencesandcircumstances.Unlikematernity/adoptionleave,eligibleemployeescanstopandstarttheirSPLandreturntoworkbetweenperiodsof leave,witheacheligibleparentabletosubmitthreenoticesbookingperiodsofleave.AdditionalinformationisavailablefromtheHumanResourcesdepartment.SOCIALANDDIGITALMEDIASocialmedia isdefinedasanytypeof interactiveonlinemediathatallowspeopletocommunicate instantlywitheachotherand/ortoshareinformationwithinapublicforum.Thisincludesonlinesocialforums,blogs,videoandimagesharingwebsites,andothersimilarplatforms.Wherever and whenever any employee uses social media, they must be aware of the potential impact anycommunicationmayhaveonboththemselvesandthebusiness.Acopyofthecompany’sSocialandDigitalMediaPolicycanbeviewedathttp://www.afblakemore.com/staff-zone/company-policies.SMOKING(includingE-Cigarettes)InordertocomplywithPublicHealthlawsintheUK,thecompanyhasalegalresponsibilitytoprotecttherightsofnon-smokers, and as such, smoking is prohibited throughout all company workplace buildings and companyvehicleswithoutexception.Smokers(employees/workers/contractorsorvisitors)areaskedtorefrainfromsmokingatentrancesandexitstocompany workplace buildings. Smoking (including e-cigarettes and vaping pipes) may only be permitted oncompany premises in designated smoking areas. Employees who do wish to smoke during the course of theirworkingdaymustdosoinnormaldesignatedbreaks,inaccordancewithlocalarrangements.Failuretoadheretotheabovemayresultindisciplinaryactionbeingtaken.

UsefulContactsforAdviceandSupportonGivingUpSmoking: http://www.nhs.uk/smokefreehttps://facebook.com/NHSSmokefree

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CalltheSmokefreeNationalHelplinetospeakwithatrainedadvisoron030014231044.LinesareopenMondaytoFriday9am–8pmandSaturdayandSunday11am–4pm.

STAFFDECLARATIONDependingupontheareaofthebusinessthatyouworkin,youmayberequiredtodeclareanypersonalgoodsinyourpossession(whetherpurchasedonthepremisesornot)andanycashyoumayhaveonyou.STAFFSEARCHThecompanyreservestherighttostopandsearchyou,includingcheckingcoats,pockets,bags,containers,parcelsetc.,andprivateorcompanyvehiclesparkedon/orwithinthevicinityofthecompanypremisesatanytime.Thefact that a search is carried out in no way implies that the person being searched is suspected of anymisdemeanour.Atnotimeareyoupermittedtoremoveanycompanygoodsorpropertywithoutanofficialcompanydocument.Searchesmaybenecessarytoprotectbothyourpropertyandthatofthecompany.Toavoidallmisunderstandingitisessentialthatyouretainyourreceiptsforallgoodspurchased.Ifyourefusetobesearchedthenthismaybedeemedasgrossmisconductunderthecompany’sDisciplinaryProcedure.TIMEKEEPINGYou should allow adequate time to ensure you are ready for work at your allocated start time. If you have aproblemwithyourstarttime,youshoulddiscussitwithyourmanagerassoonaspossible.Pleasenote:ifyouarepersistentlylateitmayresultindisciplinaryactionbeingtaken.TIMEOFFFORDEPENDANTS(FamilyLeave)/DOMESTICEMERGENCYEmployeesmustREQUESTthistimeoffpriortotakingtheleaveorthiswillbeclassedasUnauthorisedLeave.Employees have a statutory right to reasonable time off to assist and care for dependants. The definition ofdependants includesaspouse,child,parentorsomeone living inthesamehouseholdwho ‘reasonablyrelies’ontheemployee.Theemphasisisverymuchonunexpectedorsuddenneedsandincludes:

• Adependantfallingill,givingbirth,beinginjuredorassaulted.• Adependantneedingshort-termcareormakingarrangementsforlong-termcare.• Anunexpecteddisruptionorbreakdownincarearrangements.• Anincidentatschool(e.g.accident).

Employeesareentitledtoareasonableamountoftimeoffwhichisunpaid;theamountoftimewillvaryaccordingto the circumstances of the emergency. For most cases one or two days should be sufficient to deal with theproblem. This period of leave is normally enough to allow employees to copewith the crisis, to dealwith theimmediatecareofthedependantandtomakelonger-termarrangements.Thereisnoqualifyingperiodofemploymentandnorighttopaidtimeoff.Acopyofthecompany’sFamilyLeavePolicycanbeobtainedfromtheHumanResourcesdepartment.TRADEUNIONAGREEMENTThecompanyhasa long-standingworking relationship throughaPartnershipAgreementwithUSDAW(UnionofShopDistributiveandAlliedWorkers) tradeunionandsupportsandencouragesemployees to joinUSDAW.Thisagreement covers negotiation of substantive issues and procedures in relation to all discipline, grievance andappeals.IntheeventofaconflictbetweenatermofthiscontractandthetermsoftheUSDAWagreement,thecompany’scontractwillbebindinguntilnegotiationhasbeencompletedandagreementreachedtoamendterms.ThePartnershipAgreementisonlyinrelationtohourlypaidstaff.

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VACANCIES/RECRUITMENTThecompanyiscommittedtomaintainingaworkforcethatishighlyskilled,flexibleandpassionateaboutattainingexcellence. We aim to recruit an increasingly diverse workforce, which is vital to ensuring that we operatesuccessfullywithinthemulticulturalanddiversecommunitiesthatweserve.Wewillrecruitthebestcandidateforeveryvacancyandencouragebothinternalaswellasexternalapplications,allowingemployeestodeveloplong-termcareersandtomaximisetheirpotential.

Allcurrentvacancies

canbefoundon:

StaffbulletinsonnoticeboardsAFB’sCareerswebpageathttps://afblakemore.livevacancies.co.uk/#/AFB’sCareersTwitterpageathttps://twitter.com/AFBCareers

VIOLENCEANDTHEFTINTHEWORKPLACEThecompanyrecognisesthattheriskofviolencetoitsstaffisaseriousmatterandwilltakeallsteps,sofarasisreasonably practicable, to avert the risk of violence through premises design, physical security measures, safeworkingpracticesandstafftraining.Thecompanyacknowledgesthatstaff,onoccasion,havetodealwiththeftsituationsandwilltakewhateverstepsnecessarytoensurethatstaffsafety istheprimaryconcern.Thehealthandsafetyofstaffandother law-abidingcustomers takes consideration over all other factors. The company actively discourages any form of behaviourfromstaffthatmaycompromisethesafetyofthemselves,othermembersofstaff,customersand/ormembersofthepublic.WHISTLEBLOWING(DisclosureofInformation)Thecompanyencourageseveryonetoraiseconcernsaboutactsofmalpractice.Ifanemployeeisnotsurewhetherornottoraiseaconcern,theyshoulddiscusstheissuewiththeirlinemanageroranHRbusinesspartner.

A copy of the company’s Disclosure of Information (Whistleblowing) Policy can be viewed athttp://www.afblakemore.com/staff-zone/company-policies.

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LongacresIndustrialEstate,RoseHill,Willenhall,WestMidlands,WV132JP

HeadOffice:01902366066 HumanResources:01215682905