Arriva drivers handbook

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This site has had over hits… Thanks to all who is using it, but dont forget you can comment on any of the posts. Remember — The Union is only as strong as its members… so support your union in anyway you can. Revenue Protection. Any driver, whether driving a PCV, commercial vehicle or Company car needs to be aware of Company procedures regarding the use of mobile phones. Mobile phones are provided essentially for the business needs.

Whilst driving or being in control of a Company vehicle or own vehicle on Company business, it is Company policy that, employees must not use a mobile phone to carry out any functions that can be attributed to this type of equipment unless the phone is held in a Companyapproved hands-free kit.

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Right turn circulation pattern Preservation of frog street flow Provision of rapid. If union representatives are subject to Attendance Review, the Company will liaise with the local full time union official. Where dismissal is necessary, on the grounds of capability, the employee will be given their contractual notice entitlement.

This notice period will be paid in lieu, with the employee not being required to attend work. The notice period is not a further period in which an individual can improve their attendance and change the decision to dismiss. At Stages 2 — 5 an appeal may be made to the applicable Senior Manager. The wish to appeal must be made in writing within 7 calendar days of receiving written notification of a warning. At Stage 5 following the appeal to a Senior Manager a final appeal may be made to a Director.

All personnel records and discussions will be treated as confidential. Arriva considers any breach of confidentiality as a serious disciplinary matter. From Stage 2 employees may be accompanied by a work colleague or union representative of their choice. A caution may be given and new standards of not more than 2 occasions or periods of absence in the next 6 months are set commencing from date of caution.

The employee is reminded that should they fall outside the required standard they may be required to visit the Company Medical Professional. The employee may be required to attend the Company Medical Professional for a medical review.

Expenses for this will be met by the Company. Failure to attend as requested will result in the immediate withdrawal of Company Sick Pay. The employee is reminded that should they fall outside the required standard they will be required to visit the Company Medical Professional again, and that the next stage could be a Final Warning. Consider alternatives e. Employees, who become permanently unfit for duty, may be offered such alternative work that is available subject to the following conditions;.

The employee may be required to attend the Company Medical Professional for a further medical. The employee is reminded that should they fall outside the required standard termination of their contract may be considered. It is appropriate that there is a different procedure for long term illness, although the contractual requirement remains that an individual is required to attend work on a regular and consistent basis. Employees who fall into this category are normally those who have been absent for a continuous period of four weeks or more.

On an on going basis, a Company Medical Professional will follow up on employees who fall into the above category. Following this initial meeting, an appointment may be made for the employee to visit the Company Medical Professional during the fourth or fifth week of absence, or sooner should the Company consider such to be necessary, depending on the circumstances.

When an employee has been absent from work continuously, they will be invited to a review meeting with their Manager. Subsequent meetings will be held on an ongoing basis, normally no more frequently than once every two weeks.

If the employee wishes there may also be a work colleague or union representative of their choice present. A medical professional GP, Occupational Health, etc. If suitable work is not available, the Company is under no obligation to create work specifically for this purpose and the employee may have to remain off sick. However, should the Company be able to identify suitable alternative work, the employee will be expected to return to work and undertake the duties identified.

If the employee unreasonably refuses to undertake the work identified, this may result in the non-payment of all elements of sick pay Company and Statutory for the employee concerned and may also result in possible disciplinary action. If, at any stage in the review procedure, medical evidence shows that the employee is unlikely to be able to return to work, and there is no suitable alternative employment available, then the company will discuss with the employee possible courses of action e.

When an employee has had their contract terminated on grounds of capability, they may wish to make an application for their pension eligibility on the grounds of ill-health this will only be granted by the Scheme Trustees. This should be done by contacting the Pension Department on and asking for the Payroll Department. A pension application may not be made until the Sickness and Absenteeism Procedure has been exhausted.

The Company reserves the right, in certain circumstances, to take a more flexible approach to sickness monitoring in order to comply with the provisions of the Disability Discrimination Act You need advance permission for any absence other than illness.

Other arrangements exist within the Company for leave to be given for acceptable purposes. Please discuss this with your manager. There is not a set limit to the amount of time off which can be taken but in most cases it will be up to five days. Requests will be handled on a case-by-case basis.

This type of absence from work is without pay. If you have to attend court as a juror, we will give you paid leave. If the court pays you an allowance for loss of earnings, we will reduce your pay by that amount. If you are subpoenaed to attend court as a witness or in any other capacity, you will be granted leave without pay. You should claim your loss of earnings from the courts. This does not apply when representing the Company as a witness.

Reasonable time off for the purpose of performing Public Duties may be permitted at the discretion of the Company for the following reasons:. All absences must have the prior authorisation of the appropriate manager before any days are taken. For funerals of work colleagues where the applicant is a close friend or long time working colleague of the deceased, the Company will endeavour to give the employee time off for the funeral, if the employee is scheduled to work.

The Company cannot guarantee this time off if they are unable to release an employee from service due to operational demands. Such periods of absence are without pay. This policy sets out the statutory rights in relation to Paternity Leave and will require updating with any changes in legislation. You are not entitled to take two separate one-week periods of leave or periods of leave of less than one week in duration.

Within these limits, employees have three options available to them when choosing when to start their paternity leave and SPP:. If you are at work this day, your paternity leave and SPP will start the following day.

If you choose to start your paternity leave on a predetermined date and the child has not been born you must change when you want to start your leave and notify the Company in writing as soon as reasonably practicable. The rate for Statutory Paternity Pay is prescribed legally and you will be informed at the time of taking your leave the current rate in force. It is currently based upon one week of rostered pay and one week on SPP.

Advance notice must be submitted for taking Paternity Leave by no later than the 15th week before EWC. This policy sets out the statutory rights in relation to Maternity Leave and will require updating with any changes in legislation. Employees with two or more years service at the 15th week before the baby is due, employed under Arriva the Shires and Essex Terms and Conditions, are eligible for a maximum of a 20 weeks Company Maternity Pay.

Company maternity pay is full basic pay i. Company maternity pay will be offset against the first 20 weeks of statutory maternity pay. Therefore an employee receiving Company maternity pay will be eligible to receive 20 weeks at their full basic pay followed by a further 19 weeks at the current statutory maternity rate. Statutory maternity pay will be calculated and paid in accordance with the relevant regulations in force at the time of your maternity leave. If you have any period of absence from work in this period 8 weeks prior to the 15th week before the EWC this will calculate as your normal weekly earnings and could therefore affect the amount of maternity pay you receive.

If you are not eligible to receive SMP the reasons will be explained to you and you may be eligible to Maternity Allowance MA from your local benefits agency. It is not the Company that administer MA and you should contact your local office for details. It is essential that written notification of the pregnancy is supplied by no later than the 15th week before the EWC. You are entitled to change the date you want to start your maternity leave and MPP, provided you give notice of the new date in writing.

Notice must be given at least 28 days before the date you were originally going to start your maternity leave or the new date, whichever is earlier. Under the Management of Health and Safety at Work Amendment Regulations you are required to inform the Company if you are pregnant. Once the Company have been informed of your pregnancy, a risk assessment will be carried out by an appropriately trained person.

If your health, or that of your unborn child, is at risk the Company will consider what measures can be taken to minimise the risk. In some cases, the Company may need to alter your working conditions or hours of work or offer you suitable alternative work. If you work at night and your doctor has provided a certificate stating that your health or that of your unborn child would be damaged by night work, the Company will try to temporarily re-deploy you to day work.

All pregnant employees, regardless of length of service, are entitled to request paid time off work to keep appointments for antenatal care prescribed by a doctor or midwife. Wherever possible, employees should arrange appointments outside of working hours or at a time when disruption to the business is minimised.

The earliest date that you can commence OML, is the beginning of the 11th week before EWC and actual birth of your baby. If you do so wish you may work up to the actual date of childbirth, subject to Health and Safety Regulations and providing you continue to do your job adequately and capably. Maternity leave will start on the day you have chosen. SMP, however, is generally paid from the Sunday after you stop work. For example, if you choose to stop work on a Wednesday, your maternity leave will start on the Thursday but you will not start receiving SMP until the week beginning the following Sunday.

This would mean the first few days of your maternity leave would be unpaid. For this reason, you might like to consider starting your maternity leave at the beginning of the week.

If either of the following events occurs, your maternity leave and MPP will start automatically if any of the following occur;. In this case, your maternity leave and MPP will start the day after the birth of your child and. In this case, your maternity leave and MPP will start the day after your pregnancy-related absence began. In this period if the absence is non-pregnancy related the normal absence procedure applies.

You will continue to accrue your normal contractual holiday entitlement during your OML period. You will accrue holidays during Additional Maternity Leave AML under Working Time regulations, which is a pro-rata entitlement of 28 days per annum dependent on the amount of maternity leave you take. For example if you take the full 6 months AML you will receive 10 days.

As the Working Time regulations develop we have the right to change this policy to reflect this. Either take any accrued holiday entitlement and accrual during OML joined onto the beginning of your maternity leave, or at the end of OML.

The Company will write to you to tell you the last day of maternity leave. In this case, the Company will write to you again with the new end date. We will assume that you will return to work the day after the day we have notified you is the last day of your maternity leave. If you only take OML, you are entitled to return to the same job.

If you take OML and AML and it is not reasonably practicable for you to return to the same job, you will be offered an alternative position on no less favourable terms and conditions. If you are unable to return to work for medical reasons, you should submit a medical certificate. You will transfer from maternity leave to sick leave. If you want the changes to start on your return from maternity leave, you should make your application in good time.

This policy sets out the statutory rights in relation to Adoption Leave and will require updating with any changes in legislation. This is available on a similar basis to maternity and paternity leave i. Owing to the nature of adoptions there is greater flexibility.

Additional information you may need to know is detailed below. You can choose to start your adoption leave and APP on the day the child is placed with you or up to 14 days before the expected date of placement. If you choose to start your leave on the day the child is placed with you and you are at work that day, your adoption leave and APP starts the following day.

You must notify the Company as soon as reasonably practicable if the placement is disrupted during your adoption leave. A placement may be disrupted if the child is returned to the adoption agency, the placement does not go ahead or regrettably the child dies and you have already started your adoption leave.

In these circumstances, we will approach return to work on a case by case basis. This policy sets out the statutory rights in relation to Parental Leave and will require updating with any changes in legislation.

We will grant you unpaid Parental Leave for the purpose of looking after a child or to make arrangements for their welfare.

Similar arrangements exist for children adopted after this date, and a maximum of 18 weeks is available in respect of disabled children up until their 18th birthday. You can take your leave in blocks of 1 week to a maximum of 4 weeks per year.

Where part of a week is taken this will still count as 1 entire week. If the business operations would be unduly disrupted by the taking of parental leave then the.

Company is entitled to postpone parental leave for up to six months, except immediately following the birth or adoption of a child. Arriva is committed to promoting work life balance amongst its employees. Flexible working forms part of the work life balance policies. This Flexible Working Policy ensures compliance with the statutory requirements for working parents.

This policy aims to facilitate discussion and encourage both the employee and the Company to consider flexible working patterns and to find a solution that suits them both, giving due consideration to the effects on the business operations. The employee has a responsibility to think carefully about their desired working pattern when making an application and the Company is required to follow a specific procedure to ensure requests are considered seriously.

Mothers and fathers have the right to request to work flexibly. The right is designed to meet the needs of both parents and the Company.

For the purpose of this right, a disabled child means a child who is eligible for a disability allowance, provided for in the Social Security Contributions and Benefits Act See above paragraph 3 for definition of. Within 28 days of receiving the application the manager will arrange to meet with the employee.

This will provide the manager and the employee with the opportunity to explore the desired work pattern in depth, and to discuss how best it might be accommodated. The employee will, if they so wish, be able to bring a representative a Trade Union representative or another employee to the meeting.

The meeting will not be required if the manager agrees to the terms of the application and notifies the employee in writing accordingly within 28 days of receipt of the application. Within 14 days after the date of the meeting the manager will write to the employee to notify them of the decision taken, being that:.

If any circumstances change then the onus is on the employee to make the Company aware of this change, failure to do so may result in the agreement being withdrawn. The appeal letter should be in writing and set out the grounds for making the appeal and be dated. This should be. Within 14 days after the date of the appeal meeting the HR manager will write to the employee to:. If the manager needs longer than any of the notice periods set out above they must complete the Flexible Working Extension of Time Limit.

Form , see Appendix F, and send this to the employee. If the employee agrees to the extension they must complete the relevant section of this form and return to the manager.

If at any point throughout the Flexible Working Arrangement the employee decides they no longer wish to work flexibly they must complete the Flexible Working Notice of Withdrawal Form , see Appendix G, and send to their manager. The manager will then reply to the employee with the section of the form to confirm this withdrawal.

This section sets out the main provisions of the Working Time regulations. Some of the provisions apply to all of our workers and some of the provisions apply to only our non-mobile workers, therefore excluding drivers.

Many of the provisions outlined below will have no effect on work practices as the employment terms we provide are better than the provisions. The regulations state that all workers includes non mobile and drivers on UK hours regulations, drivers on EU regulations excluded should not be required to work more than 48 hours per week on average over 17 weeks, unless the worker agrees to do so in writing by completing the opt-out form.

The maximum 48 hour week is an average number of hours and the average is calculated over a reference period. Therefore, even if you do not opt-out of the 48 hour weekly average by completing the attached form, there may be some weeks when you are required to work more.

An opt-out form can be obtained from your manager. If you wish to work more than an average of 48 hours per week average please complete the form and return it to your manager. You are under no obligation to sign this form. However if you choose not to, you may be unable to work overtime, over and above the limits specified in the Working Time Directive.

Non-mobile workers are entitled to 11 hours rest from work in each 24 period. Any non-mobile worker under the age of 18 is entitled to 12 hours rest from work. In the interests of health and safety, you should take your break away from your workstation. Non-mobile workers under the age of 18 are entitled to a rest break of 30 minutes if the working day is longer than 6 hours. In the event of late running, where late running occurs towards the end of a duty, drivers will be paid for each minute exceeding their scheduled finish time.

Where late running occurs and management identifies a service need requesting the employee to continue driving, the employee may elect to exercise one of the following options:. Where a delay causes late departure of the last run, the duty manager will be expected to make every endeavour to complete the duty where it is reasonable. This may involve:. Non-mobile workers are entitled to a minimum of 1 days rest each week or 2 days rest every 2 weeks. Non-mobile workers under 18 are entitled to 2 days rest from work each week.

Non-mobile workers who work at night, between the hours of pm and 6. In some cases where the work is hazardous or strenuous, 8 hours night work in 24 hours is the maximum you should undertake. The Company will inform you if this applies to your role. We will ask you to complete a simple questionnaire to help assess your health. You may then be required to have a medical assessment to determine whether you are fit to undertake night time working.

These mobile workers were not previously covered by all elements of the Working Time regulations that applied to the transport sector from 1st August This is restricted to an average of 48 hours per week. A maximum of 56 hours of working time is allowed in a single week. This is not available to any mobile worker under these regulations.

Therefore, you are unable to work longer than the average 48 hour week excluding breaks and POA even if you want to. Night time working cannot exceed 10 hours in a 24 hour period , unless there is a relevant agreement established. There is not an established agreement relating to this within Arriva the Shires and Essex. This limit also applies to occasional night time workers, not just those of you that work planned night shift patterns. This remains unchanged if you are driving. If you are doing non-driving activities, these new regulations provide an entitlement of at least a 30 minute break after you have worked 6 hours or more but less than 9 hours.

If you work in excess of 9 hours you will be entitled to a break of 45 minutes. As per your current working practice and in line with the EEC Regs, you continue to be entitled to at least 11 consecutive hours rest in each period of 24 hours.

The Public Interest Disclosure Act protects employees from being dismissed or penalised for disclosing information they honestly and reasonably suspect exposes malpractice such as:. The Arriva whistle-blower policy applies to all employees at every level in the organisation and reinforces our commitment to the safety and well being of all staff.

If you have good reason to believe that malpractice such as one of the above is taking place, then you should, wherever possible, raise the concern with your direct line manager or another manager. However, where you believe this to be inappropriate, you can report your concerns directly to the Group Head Office by calling 58 The number is a confidential telephone mailbox and you will be asked to leave your name, location and a contact point.

This mailbox will be checked on a daily basis and you will be contacted to ensure there is a clear understanding of the details of your concern. Alternatively you may leave your contact details at the following e-mail address inconfidence arriva. Any matters raised will be dealt with as quickly as possible and confidentiality respected. Feedback on the outcome will be given to those who report the alleged malpractice.

Whilst in most circumstances, an employee should report these matters within the Company, they are entitled to report to the relevant governing body.

We make every effort to ensure that jobs are secure. However, if due to economic, technical or organisational reasons it is necessary to make redundancies, you will be consulted and notified of this and every effort will be made to explore other options or to offer suitable alternative employment within the Company. The Company will consult with the Trade Union at the earliest stage where circumstances arise which could result in redundancies. In this event the Company will consult with the union as early as is reasonably practicable.

In the course of consultation the Company will consider any representations made by the union to avoid or reduce the redundancies or to mitigate their consequences.

Wherever possible, the Company will seek to identify a suitable alternative position for a redundant employee. The offer of alternative employment will be in writing and specify the terms and conditions applicable to the department.

If the job offered is a different type of work, the employee will be allowed a trial period of four weeks from when that employment commences.

If during or at the end of the period, either the employee or the Company decides that the employment should not be continued, the employee will still be eligible for full redundancy terms. An employee who refuses an offer of suitable employment will not be entitled to redundancy payment if such action is considered by the Company to be unreasonable in consultation with the Trade Union.

The Company will allow paid leave for up to two days to facilitate the search for re-employment and interviews. Where available, job search guidance will be given including training in writing applications and interview techniques. The Company will implement the reduction in staff in the affected departments through the most appropriate means, subject to the necessity of retaining those most suited to fill them in the remaining jobs. This will include voluntary redundancy, retirement and natural wastage.

In the event that these courses of action still do not achieve the necessary reduction in staff, the Company and the Trade Union will seek to agree fair skills matrices. This will include assessments of competence and capability together with attendance and disciplinary records and may vary depending on the role affected.

Redundancy payments are those determined by statute at the time of the redundancy. Pension details will be provided upon request where early retirement is being considered by redundant employees. This does not necessarily mean an application would be automatically accepted. Instructors are able to track the progress of each individual in realtime so that they can offer guidance, support and feedback effectively whilst checking for understanding along the learning journey.

The learning was arranged around three key topics, Trusted Driver, Trusted Driving and Trusted Vehicle, and featured bite-size video content shot by our in-house team. Film included a mixture of interviews with current Arriva drivers and instructors to bring to life important issues, such as how to manage stress on the job and how to undertake effective walk-around checks and key manoeuvres.

We used knowledge checks at the end of each module to allow learners to earn a number of badges.