Adverse Weather Policy

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Adverse Weather Policy

Severe weather and disruptions to public transport policy
Updated November 2011
 

Policy
Fentons recognises that employees may face difficulties attending their place of work and returning home during periods of severe weather or when there are disruptions to public transport. While we are committed to protecting the health and safety of all its employees, the firm must ensure that disruption caused to its services remains minimal. The purpose of this policy is to outline the responsibilities of employees for attendance at work during severe weather conditions or when there are disruptions to public transport and to define appropriate procedures. This policy applies to all employees.

Reasonable efforts to attend work
Employees should use their best endeavours to attend work in all circumstances. However, it is not the firm’s intention that employees put themselves at unnecessary risk when trying to attend work. Members of staff should use their own judgments and, if unable to attend work, contact Human Resources as soon as possible.

When this policy will apply
When severe weather conditions occur or when there are disruptions to public transport, either at the start of or during a working day, Human Resources will contact the relevant authorities to get advice on the prevailing weather conditions and the advisability of travel.
On the basis of the advice received, Human Resources will decide whether the present policy applies and inform the Crisis Management Team accordingly.

The Fentons Disaster Recovery Information Line
The Fentons Disaster Recovery Information Line has been set up to provide information about circumstances which may cause severe disruption to the firm.

The number for the Fentons Disaster Recovery Information Line is 0207 4000 200. It is an automated message service which will ONLY be updated when:

  • the weather is considered so severe that it may affect journeys to and from the office 
  • when public transport disruptions may cause a number of staff to have a considerable absence from the office, or 
  • an office has been closed due to unforeseeable circumstances (e.g. fire or terror threat)

If you are unsure about any office closures or require further information, please contact the Fentons Disaster Recovery Information Line 0207 4000 200 for an automated information update.

If, for any reason, this number is unavailable please contact Manchester Reception on 0161 238 6400.

Please note, ALL employees are still required to contact the HR Manager should they arrive late, need to leave early, or if they are unable to attend work - all absences must be reported and will be monitored.


If the policy does not apply, all employees will be expected to attend work on time and lateness or absence may give rise to disciplinary action under the firms disciplinary procedure. If the policy does apply, employees should follow the procedure set out below.

Severe conditions or disruptions to public transport occurring at the start of a working day
Employees unable to attend work or delayed by the weather conditions or disruptions to public transport should contact Human Resources.

Lateness
Employees who are delayed will have the opportunity to make up this time at a later date. However, it is open to Human Resources to waive this requirement if the lateness is negligible having regard to the severity of the weather conditions or disruptions to public transport and the employees' personal circumstances (e.g. distance from their home to work, mode of transport used).

Employees may be asked to attend a different office to make travel time shorter, or if it is more convenient to do so. If lateness amounts to half the time of the employee's normal working day, the provisions in relation to absence set out below will apply.

Absence
If an employee has made all reasonable efforts to get to work but failed to do so because of severe weather conditions or disruptions to public transport and Human Resources decides that this policy applies, it is the responsibility of Human Resources to make a decision as to whether the employee should:

  • be allowed to work from home;
  • take the time as annual leave; or
  • make up for the time at a later date.

When making this decision, Human Resources should take into account the employee's circumstances (e.g. distance from his/her home to work, mode of transport), the employee's views and the needs of the firm.

Where these options are not available or where Human Resources sees fit, the employee may, with the consent of Human Resources:

  • be paid as if he/she had attended work; or
  • take unpaid leave and a deduction will be made from his/her wages.

Severe conditions or disruptions to public transport occurring during the course of a working day
Human Resources should decide on a case-by-case basis whether it is appropriate for employees to leave work early. When making this decision, they should take into account the employee's circumstances (e.g. distance from his/her home to work, mode of transport), the employee's views and the needs of the firm.

The firm may require employees who leave work early to take work home with them as appropriate.

Health and safety
While the firm will ensure, so far as is reasonably practicable, the health, safety and welfare at work of all its employees, employees are reminded of their duty to take reasonable care for their own health and safety and that of other persons who may be affected by their acts or omissions. This includes taking extra care when travelling to and from work in severe weather conditions.