Time Off In Lieu Policy

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Appendix ATime Off In Lieu Claim FormName: ………………………………. Designation:…………………………………………Directorate…………………………… Contracted hours per week: ……………Date extra hoursworked/ takenbackHours worked/takenTotal hours Purpose Authorised( Manager)Datee.g. 1/6/12 30 mins worked 30 mins Extra workload Line Manager 1/6/12e.g. 1/7/12 15 mins taken 15 mins taken Time back Line Manager 1/7/1215 mins owedPlease note:“Extra hours” means time worked in addition to a person’s contracted hours, at the request of amanager for a specific purpose.A minimum claim is 15 MinutesEach entry must be authorised by the Manager or the Manager who requested the extra hoursto be workedTOIL should be taken within 3 months of accruing it and preferably within the financial year.TOIL should be claimed back as soon as practicableThe application of TOIL is discretionary and the Manager will make the final decision.This form should be kept with your annual leave card.7
APPENDIX BEquality Impact Assessment Proforma Initial ScreeningSection HR Officer responsible for the assessment Wendy Underwood, HR AdvisorName of Policy to beassessedTime Off In Lieu PolicyDate ofAssessment6/7/12 Is this a new or existingpolicy?New1. Briefly describe the aims, objectives andpurpose of the policy.2. Are there any associated objectives of thepolicy? Please explain.3. Who is intended to benefit from this policy, andin what way?The purpose of this policy is to provide a fair and equitable approach to the accrual andtaking back time owed.To contribute to the most efficient and effective use of resources in the organisation.The policy provides clarity for Line Managers and in respect of TOIL accrued and how this can beclaimed.4. What outcomes are wanted from this policy? For all employees to have a clear understanding of their entitlement to claim TOIL back.5. What factors/forces could contribute/detractfrom the outcomes?Communication issues; the degree of awareness by employees and line managers of theappropriate obligations.Staff not complying with the rules when accruing and taking back TOIL.Staff not taking their TOIL entitlement within the timeframe.6. Who are the mainstakeholders in relation to thepolicy?Managers, employees and Trade Unionrepresentatives7. Who implements the policy, andwho is responsible for the policy?Employees and linemanagers in association withthe HR Team8. Are there concerns that the policy could have adifferential impact on RACIAL groups?What existing evidence (either presumed orotherwise) do you have for this?NPlease explainAn objective of this policy is to ensure that the organisation adopts a clear and consistentapproach to the entitlement and approval of TOIL, including individuals covered by protectedcharacteristics as defined in the Equality Act 2010. The organisation respects employees fromall ethnic and racial backgrounds as evidenced in its Equality, Diversity and Human RightsPolicy.8
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Time Off In Lieu Policy

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