Family Friendly Policies. The Society is fully committed to the promotion of Family Friendly policies and to the principles of Flexible working as described in the Employment Xxx 0000. The society has produced a full guide to Work Life Balance, which is available to all employees.
Family Friendly Policies. Royal Mail and CWU have agreed the need to move towards single status business wide family friendly policies. An increase is agreed in contractual maternity pay from 18 to 26 weeks and an increase in paternity pay from one to two weeks from 1st April 2010.
Family Friendly Policies. The Employer and employees recognise the value of whanau/family and will endeavour to promote whanau/family friendly policies.
Family Friendly Policies. Employees will be eligible to apply for flexible working conditions under certain qualifying conditions (children under the age of 6 and caring for elderly dependants). Details available from the HR Department (UK).
Family Friendly Policies. Epworth HealthCare is committed to ensuring that its policies and procedures assist staff in balancing their work and family / life commitments.
Family Friendly Policies. Epworth is committed to ensuring that its policies and procedures assist Employees in balancing their work and family / life commitments. For the avoidance of doubt, those policies are not incorporated into, and do not form part of, the terms of the Agreement.
Family Friendly Policies. The Company has separately agreed Family Friendly Policies covering, for example, paternity, maternity and adoption leave arrangements. Details of these policies and arrangements can be obtained from the HR Department.
Family Friendly Policies. The wording of the sections on Dependant leave (Paragraph 4, part 1 refers) Parental leave (Paragraph 5, part 1 refers) Adoption leave (Paragraph 6, part 1 refers) Paternity leave (Paragraph 8, part 1 refers assumes that the Practice applies minimum statutory provisions. The summaries are taken from guidance on the DTI website xxx.xxx.xxx.xx/xxxxxxxxxx Wording will need to change where the Practice has more beneficial local arrangements.
