26 minute read
Policies & procedures
Equal opportunities
Introduction
CBRE is committed to supporting the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee.
Our aim is to recruit, train and promote the best person for the job and to create a working environment free from unlawful discrimination, victimisation, and harassment in which all employees are treated with dignity and respect. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds.
All employees will be made aware of the requirements of this policy and will be obliged to co-operate to ensure that the policy is carried out effectively.
Any form of discrimination may be unlawful and will be treated as a disciplinary offence resulting, if appropriate, in disciplinary action. Note that the Equal Opportunities Policy, including the harassment and victimisation policy and complaints procedure, do not form part of employees’ contracts of employment and may be changed by CBRE in its absolute discretion at any time.
1. Scope of Equal Opportunities Policy
This policy applies to the advertisement of jobs, recruitment, terms and conditions of employment, career development, counselling, training, promotion, grievance and disciplinary procedures and all other aspects of employment.
All employees are required to comply with the Equal Opportunities Policy when dealing with other employees (including temporary or agency staff and consultants), job applicants, clients, suppliers, customers and contacts of the Company, and anyone else with whom they come into contact during the course of their employment.
In particular, all employees must take care to guard against more subtle and unconscious forms of discrimination which may not be immediately obvious. This may result from generalisations about the capabilities, characteristics or interests of a particular group which influence the treatment of individuals.
2. Who is responsible for this policy?
Our board of directors (the board) has overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to-day operational responsibility, including regular review of this policy, has been delegated to the Equal Opportunities Officer.
All managers must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities. Managers will be given appropriate training on equal opportunities awareness and equal opportunities recruitment and selection best practice. The People Director has overall responsibility for equal opportunities training.
If you are involved in management or recruitment, or if you have any questions about the content or application of this policy, you should contact the Equal Opportunities Officer to request training or further information.
3. Recruitment
CBRE will ensure that information about vacancies will be circulated as widely as possible in the circumstances to ensure that it reaches all sections of the community regardless of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, genderassignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee. All applications will be welcomed and will be considered on the relative merits of the applicant against the job and/or person specification for the position.
Job and person specifications will only include criteria which are objectively required for the duties and responsibilities of the vacancy.
If there is a genuine and lawful reason for limiting the vacancy to a particular group, this will be clearly stated, and the grounds for it, on any advertisements.
Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the People department approval. For example:
Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments).
Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment.
To monitor diversity in the range of applicants (which will not form part of the decision-making process); and
To take positive action to assist disabled applicants.
CBRE is required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made. All prospective employees, regardless of nationality, must be able to produce original documents before employment starts to satisfy immigration legislation. A list of acceptable documents is available from the People team.
4. Terms and Conditions of Employment
CBRE will offer terms and conditions of employment that are free from all forms of direct and indirect discrimination and apply equally regardless of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee. No requirements or conditions will be imposed, directly or indirectly, which will or might place any group of employees at an unfair or unlawful disadvantage.
Grievance and disciplinary procedures will be operated without discrimination on the grounds of colour, race, nationality, ethnic origin, sex, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee or any other unlawful grounds.
5. Training, Career Development and Promotion
The Company will ensure that opportunities for training, career development and promotion are made equally available to all employees. The principal method of identifying training needs will be through the appraisal procedures and promotion decisions will be based on merit alone.
6. Disability Code of Good Practice
CBRE values the individual contribution of all employees and prospective employees from all sectors of the community at large. CBRE recognises its social, moral and statutory duty to employ people with disabilities and will do all that is practicable to meet this responsibility. The Company operates, therefore, the following Code of Good Practice on Disability:
CBRE will take steps to raise awareness of disability throughout the organisation, particularly targeting all staff involved in recruitment and selection processes.
CBRE will take reasonable steps to ensure that the working environment, working practices and terms and conditions of employment do not prevent disabled people from taking up positions for which they are suitably qualified and, in all other respects, the best person for the job.
CBRE will bear in mind the desirability of avoiding barriers to the employment of disabled people when acquiring and fitting out buildings with equipment and devising working practices.
CBRE will take steps to ensure that all disabled people have the same opportunities, subject to reasonable cost limitations/practicalities, as other staff to develop their full potential within the organisation.
Only a person of the level of the People Director or equivalent will take any decision not to make an adjustment which might enable or assist an employee or a prospective employee to be employed in a particular post. Before making such a decision, the relevant person will ensure that all possible adjustments have been fully investigated, including consultation with the employee or prospective employee concerned and any appropriate expert advice.
7.
Any employee who becomes disabled whilst in employment will be given the full support of managers and CBRE's People Department to maintain, or return to, a job appropriate to his/her experience and abilities.
CBRE will encourage the participation of disabled employees to ensure that, wherever possible, its employment practices recognise and meet their needs and will consult disabled employees on action to make sure they develop and use their abilities at work.
CBRE will continue to provide services and facilities to clients with disabilities.
Further guidance can be obtained on an entirely confidential basis from the People Department. If you know or believe you might be disabled, you are warmly encouraged to discuss this with the People Department so that CBRE can ensure you achieve your full potential and that it complies with its duties.
Discrimination, Harassment and Victimisation in the workplace
CBRE is committed to providing a workplace where everyone has the right to work in an environment which promotes equal opportunity and prohibits discriminatory practices. CBRE will not tolerate any form of discrimination, harassment, or victimisation by or against employees. It is the obligation of all employees to behave in a way that supports this policy.
This policy is not designated to discourage normal social relations among colleagues or with the public. Its aim is to prevent discrimination or harassment. It is the responsibility of each individual to be sensitive towards the impact that he/she has on others and not to discriminate against or harass colleagues or condone discrimination or harassment by others. The policy applies not only to working at CBRE's premises, and those of any third party, but also includes travelling or staying away from home whilst on business or for a reason related to your employment.
8. Equal Opportunities Officer
A senior employee of the Company is appointed Equal Opportunities Officer. The current Equal Opportunities Officer for the Company is the People Director.
The Equal Opportunities Officer will, with the assistance and co-operation of senior management, the People Department and other employees, take steps to ensure universal compliance with the policy.
9. Breaches of this policy
If you believe that you may have been discriminated against you are encouraged to raise the matter through our Grievance Procedure. If you believe that you may have been subject to harassment you are encouraged to raise the matter through our Antiharassment Policy. If you are uncertain which applies or need advice on how to proceed you should speak to the Equal Opportunities Officer.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result.
False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure.
Any member of staff who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. We take a strict approach to serious breaches of this policy.
10. Monitoring
To ensure that this policy is operating effectively, and to identify groups that may be under-represented or disadvantaged within the Company, we may monitor employees and applicants' ethnic group, gender, disability, sexual orientation, religion and age. Provision of this information is voluntary and it will not adversely affect an individual's chances of recruitment or any decision related to their employment. Analysing this data helps the Company to take appropriate steps to avoid discrimination and improve equality and diversity.
Equal opportunities policy
CBRE is committed to supporting the principle of equal opportunities, and opposes all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee.
Our aim is to recruit, train and promote the best person for the job and to create a working environment free from unlawful discrimination, victimisation and harassment in which all employees are treated with dignity and respect. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds.
All employees will be made aware of the requirements of this policy and will be obliged to co-operate to ensure that the policy is carried out effectively.
Any form of discrimination may be unlawful and will be treated as a disciplinary offence resulting, if appropriate, in disciplinary action. Note that the Equal Opportunities Policy, including the harassment and victimisation policy and complaints procedure, do not form part of employees’ contracts of employment and may be changed by CBRE in its absolute discretion at any time.
Scope of equal opportunities policy
This policy applies to the advertisement of jobs, recruitment, terms and conditions of employment, career development, counselling, training, promotion, grievance and disciplinary procedures and all other aspects of employment.
All employees are required to comply with the Equal Opportunities Policy when dealing with other employees (including temporary or agency staff and consultants), job applicants, clients, suppliers, customers and contacts of the Company, and anyone else with whom they come into contact during the course of their employment.
In particular, all employees must take care to guard against more subtle and unconscious forms of discrimination which may not be immediately obvious. This may result from generalisations about the capabilities, characteristics or interests of a particular group which influence the treatment of individuals.
Recruitment
The Company will ensure that information about vacancies will be circulated as widely as possible in the circumstances to ensure that it reaches all sections of the community regardless of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee. All applications will be welcomed and will be considered on the relative merits of the applicant against the job and/or person specification for the position.
Job and person specifications will only include criteria which are objectively required for the duties and responsibilities of the vacancy.
If there is a genuine and lawful reason for limiting the vacancy to a particular group, this will be clearly stated, and the grounds for it, on any advertisements.
Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the People team approval. For example:
– Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments);
– Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment;
– To monitor diversity in the range of applicants; and
– To take positive action to assist disabled applicants.
The Company are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made. All prospective employees, regardless of nationality, must be able to produce original documents before employment starts to satisfy immigration legislation. A list of acceptable documents is available from the People team.
Terms and conditions of employment
The Company will offer terms and conditions of employment that are free from all forms of direct and indirect discrimination and apply equally regardless of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee. No requirements or conditions will be imposed, directly or indirectly, which will or might place any group of employees at an unfair or unlawful disadvantage.
Grievance and disciplinary procedures will be operated without discrimination on the grounds of colour, race, nationality, ethnic origin, sex, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender-assignment, trade union membership or on the fact that an individual is a part -time worker or fixed term employee or any other unlawful grounds.
Training, career development and promotion
The Company will ensure that opportunities for training, career development and promotion are made equally available to all employees. The principal method of identifying training needs will be through the appraisal procedures and promotion decisions will be based on merit alone.
Disability code of good practice
The Company values the individual contribution of all employees and prospective employees from all sectors of the community at large. The Company recognises its social, moral and statutory duty to employ people with disabilities and will do all that is practicable to meet this responsibility. The Company operates, therefore, the following Code of Good Practice on Disability:
– The Company will take steps to raise awareness of disability throughout the organisation, particularly targeting all staff involved in recruitment and selection processes.
The Company will take reasonable steps to ensure that the working environment, working practices and terms and conditions of employment do not prevent disabled people from taking up positions for which they are suitably qualified and, in all other respects, the best person for the job.
– The Company will bear in mind the desirability of avoiding barriers to the employment of disabled people when acquiring and fitting out buildings with equipment and devising working practices.
– The Company will take steps to ensure that all disabled people have the same opportunities, subject to reasonable cost limitations/practicalities, as other staff to develop their full potential within the organisation.
– Only a person of the level of the People Director or equivalent will take any decision not to make an adjustment which might enable or assist an employee or a prospective employee to be employed in a particular post. Before making such a decision, the relevant person will ensure that all possible adjustments have been fully investigated, including consultation with the employee or prospective employee concerned and any appropriate expert advice.
Any employee who becomes disabled whilst in employment will be given the full support of managers and the Company’s People Department to maintain, or return to, a job appropriate to his/her experience and abilities.
– The Company will encourage the participation of disabled employees to ensure that, wherever possible, its employment practices recognise and meet their needs and will consult disabled employees on action to make sure they develop and use their abilities at work.
– The Company will continue to provide services and facilities to clients with disabilities.
Further guidance can be obtained on an entirely confidential basis from the People Department. If you know or believe you might be disabled, you are warmly encouraged to discuss this with the People Department so that the Company can ensure you achieve your full potential and that it complies with its duties.
Policy on discrimination, harassment and victimisation
This policy is applicable to all employees of the Company. It forms part of the Company’s general policy on equal opportunities.
The Company is committed to providing a workplace where everyone has the right to work in an environment which promotes equal opportunity and prohibits discriminatory practices. The Company will not tolerate any form of discrimination, harassment, or victimisation by or against employees. It is the obligation of all employees to behave in a way that supports this policy.
This policy is not designated to discourage normal social relations among colleagues or with the public. Its aim is to prevent discrimination or harassment. It is the responsibility of each individual to be sensitive towards the impact that he/she has on others and not to discriminate against or harass colleagues or condone discrimination or harassment by others. The policy applies not only to working at the Company’s premises, and those of any third party, but also includes travelling or staying away from home whilst on business or for a reason related to your employment.
Definition of discrimination, harassment and victimisation
Any behaviour under the following headings will not be tolerated. Disciplinary action, including dismissal for serious offences, will be taken against any person violating this policy.
The Equality Act 2010 is concerned with discrimination and harassment in respect of the following "Protected characteristics":
– Age
– Disability
Gender reassignment
– Marriage and civil partnership
– Pregnancy and maternity
– Race
– Religion or belief
– Sex
– Sexual orientation
Discrimination
Discrimination by or against an employee is prohibited unless there is a specific legal exemption. Discrimination may be direct or indirect and it may occur intentionally or unintentionally.
– Direct discrimination occurs where a person has been treated less favourably than another because of one or more of the protected characteristics.
– Indirect discrimination occurs where someone is disadvantaged by an unjustified provision, criterion or practice that also puts other people with the same characteristic at a particular disadvantage. Any such provision, criterion or practice will need to be objectively justified.
Harassment
Harassment is a form of discrimination and is any unwanted conduct (which includes verbal or physical abuse, advances or any other behaviour which has the purpose or effect of violating another person’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment) related to a relevant protected characteristic. The following types of behaviour may amount to harassment:
– physical assault;
– physical or verbal abuse;
– threats;
– suggestive comments or gestures;
– offensive gestures, language, gossip or jokes;
– insulting or abusive behaviour or comments;
– isolation or exclusion;
– bullying;
– persistent criticism or humiliation; unfair allocation of work or responsibilities. This list gives examples only and is not exhaustive.
Sexual harassment
Sexual harassment is one form of harassment. Generally it involves conduct where a person persists in behaviour towards another and the person knows or ought reasonably to know that such behaviour is unwelcome to the other because it is perceived to be of a sexual nature and offensive. It is a form of sexual discrimination and as such is unlawful under the Sex Discrimination Act 1975.
The following types of behaviour may amount to sexual harassment:
– unwanted physical conduct, including unnecessary touching, patting, pinching or brushing against another employee’s body,
– verbal conduct of a sexual nature, for example making suggestive remarks or engaging in unwanted flirtation; unwelcome sexual advances, continued suggestions of social activity outside work after it has been made clear that this is unwelcome;
– non-verbal conduct of a sexual nature; for example making sexually suggestive gestures
– the display of sexually suggestive or pornographic pictures, the sending of sexually harassing messages or images through electronic mail;
– sex-biased conduct;
– the telling of sexist jokes
– conduct that denigrates, ridicules, intimidates or is physically abusive towards an employee because of their sex, sexual orientation, marital or civil partnership status. This list gives examples only and is not exhaustive.
Sexual harassment by someone of the same sex as the victim is also covered by this policy.
Duties of supervisors
Where a supervisor (whether a manager or other person holding supervisory responsibilities) becomes aware of an allegation of harassment of an employee or of a member of the public in connection with the Company’s activities, he/she should (whether or not a formal complaint has been made) discuss it with the complainant and, report it to the Company’s Equal Opportunities Officer, where it is felt to be appropriate.
Victimisation
Victimisation is a form of discrimination. It occurs when a person treats another person less favourably on the grounds that the person has brought proceedings, given information about or raised a complaint about discriminatory behaviour, or supported someone else's complaint. It would include bullying or intimidating a fellow employee where that employee has raised a grievance about discrimination suffered, for example, on the grounds of sex.
Employee responsibility
Every employee must take reasonable steps to ensure that harassment does not occur and must report any incidents to the Company’s Equal Opportunities Officer. Employees who believe they are the victims of harassment or victimisation may raise the matter with their immediate supervisor and/or the Equal Opportunities Officer without the need to make a formal complaint. However, employees who believe they are victims of harassment or victimisation are encouraged to use the complaints procedure which is part of this Equal Opportunities Policy.
The complaints procedure
Failure to comply with the Company’s Equal Opportunities Policy or to co-operate with it operating effectively is a disciplinary offence which may lead to disciplinary action including the possibility of dismissal.
It is the Company’s aim to resolve any complaints as quickly as possible. All complaints will be treated seriously and with appropriate confidentiality. The complaints procedure is set out below.
Making a complaint
Employees who believe they have experienced or are experiencing any form of discrimination, harassment or victimisation should consider first whether it is appropriate to raise the matter directly with the person concerned to resolve the problem. If it is not appropriate to do so, employees should speak in the first instance to their immediate supervisor or Head of department. If an employee feels unable to discuss the matter with his/her immediate supervisor or Head of department then the appropriate point of contact is a member of the People Department.
Following initial discussions with the appropriate supervisor, Head of department or a member of the People Department, an employee will be asked to choose whether they wish to use an informal, discreet approach, by, for example, discussing the complaint with the individual who is alleged to have caused offence
If the alleged discrimination or harassment involves a third party not employed by the Company or an employee of such a third party, appropriate action to deal with the problem will be discussed with the person making the complaint.
If the employee is not satisfied with an informal approach, an employee may make a formal complaint, using the Company’s grievance procedure as outlined in the policy headed ‘Grievance Procedure’.
Although the Grievance Procedure will apply in cases of discrimination, the Company may take additional steps, for example, where it is felt that other members of the Company could be at risk if no action is taken. The matter will be dealt with promptly, fairly and impartially. Maximum care will be taken to ensure that the career and reputation of each party is not unjustly affected.
Investigation and meeting
This step will be conducted in accordance with the Grievance Procedure. It may involve hearing detailed accounts from both the alleged discriminator or harasser and the complainant. Other members of staff may also be asked to provide information. Documents, electronic mail and other evidence may be considered. A full record of the progress and outcome of the investigation and any steps taken will be reported to the complainant at the earliest opportunity. Those conducting the investigation will not be parties directly involved in the allegation. You will also be asked to meet with a Senior Manager to discuss the issues raised.
Disciplinary interview
Where a formal investigation has been conducted and where it has been reasonably concluded that some form of discrimination, harassment or victimisation may have taken place, those responsible for such acts will be subject to the Company’s disciplinary procedures, which will be conducted by the next level of management and/or by a member of the People Department who will not have been previously involved.
The outcome of the disciplinary procedures will depend upon the circumstances. Serious acts of discrimination, harassment or victimisation will be regarded as gross misconduct and may lead to instant dismissal. There is a right of appeal against disciplinary action in accordance with the procedure described in the Company’s disciplinary procedures.
Consideration may be given to redeploying either the discriminator/harasser, or the complainant. If redeployment is considered then the wishes of the complainant will normally come first. Where your complaint is about someone other than an employee, such as a contractor, customer, service user, supplier or visitor, the Company will consider what action may be appropriate to protect the complainant and anyone involved pending the outcome of the investigation, bearing in mind the reasonable needs of the business and the rights of that person. Where appropriate the Company will attempt to discuss the matter with the third party
Employees will be protected from harassment, victimisation or discrimination for making a complaint or assisting in an investigation. Any acts of retaliation or intimidation against an employee will be treated as a disciplinary offence.
An employee who maliciously makes an unfounded complaint will be subject to disciplinary action.
Equal opportunities officer
A senior employee of the Company is appointed Equal Opportunities Officer. The current Equal Opportunities Officer for the Company is the People Director.
The Equal Opportunities Officer will, with the assistance and co-operation of senior management, the People Department and other employees, take steps to ensure universal compliance with the policy.
Monitoring
To ensure that this policy is operating effectively, and to identify groups that may be under-represented or disadvantaged within the Company, we may monitor employees and applicants' ethnic group, gender, disability, sexual orientation, religion and age. Provision of this information is voluntary and it will not adversely affect an individual's chances of recruitment or any decision related to their employment. Analysing this data helps the Company to take appropriate steps to avoid discrimination and improve equality and diversity.
Note that the Equal Opportunities Policy, including the harassment and victimisation policy and complaints procedure, set out above do not form part of employees’ contracts of employment and may be changed by the Company in its absolute discretion at any time.
Sickness
In the event of sickness or injury you must telephone your manager or supervisor, or if this is not possible, arrange for a relative or friend to do so, by 9.30 am on your first day of absence and regularly thereafter if sickness is prolonged. Employees must indicate the reason and probable duration of the absence.
For any absence due to illness or injury of one day or more, you are required to complete a Sickness Declaration form, available as a template from the intranet. In the case of absence which exceeds seven consecutive calendar days, you are also required to obtain a medical certificate from your doctor.
The Company will pay you Statutory Sick Pay as required by law, during any unavoidable absence through sickness. In addition, the Company will continue to pay your basic salary (inclusive of Statutory Sick Pay) when you are absent through sickness or injury on the following basis:
Contracts of employment set out details that are applicable to individual employees. Pro rata arrangements apply to part time employees as well as to employees on short term contracts of less than 12 months in duration. The above applies on a rolling 12 month basis.
Payment of basic salary as above during sickness will be at the Company’s discretion.
The Company reserves the right to review these periods and to withhold payment of sick pay if any absence is not covered by medical certificates. It shall be a disciplinary offence not to provide appropriate certificates for all periods of absence by reason of sickness or injury.
The Company reserves the right to ask for medical certificates for a period of illness which is less than seven days. Furthermore the Company may require employees to attend a consultation with the Company’s doctor. In these cases the costs would be met by the Company.
You are expected to arrange medical appointments outside of working hours if possible, or as near to the beginning or end of the working day as possible. A request for time off for such purposes will be dealt with sympathetically. Your line manager may, at their discretion, request an employee to take the time off work requested as annual holiday entitlement.
Further details on Occupational Sick Pay and Statutory Sick Pay (SSP) are available from the People team.
Please refer to the Absence Policy on the intranet for further information.
Family policies
Family friendly leave policies
The rules and procedures for Maternity Leave, Adoption Leave, Shared Parental Leave and Paternity Leave are complex and changed regularly by the Government. Please inform your Manager and People contact of your intention to take leave as early as possible, and the People team will explain the rules and provide you with guidelines, which are also available on the intranet.
Birth of baby/adoption of child
To congratulate you on the birth of your baby/ adoption of a child (up to 18 years) you will receive a gift from the Company which will be posted to your home address. The gift is Brought to you by From Babies with Love, who donate 100% of their profit to orphaned and abandoned children around the world. Please ensure you inform your People Advisor accordingly. This applies to both female and male employees.
Parental leave/time off for dependants
Parental leave is available for parents who have one year’s continuous service. You are entitled to request up to 18 weeks’ unpaid leave for each child (born or adopted) until that child’s 18th birthday. The leave can start once the child is born or placed for adoption, or as soon as the employee has completed a year's service, whichever is later.
The limit on how much parental leave each parent can take in a year is 4 weeks for each child. Employees must take parental leave as whole weeks (e.g. 1 week or 2 weeks) rather than individual days, unless the child is disabled. A ‘week’ equals the length of time an employee normally works over 7 days.
Employees must give at least 21 days’ notice before their intended start date. If the employee or their partner are having a baby or adopting, its 21 days before the week the baby or child is expected.
Unpaid time off is available for domestic incidents under the Time Off for Dependants policy.
Further information is available from the Intranet/People department.
Flexible working
All employees who have completed 26 weeks’ service have the right to request flexible working under the Equality Act 2010. These requests can include changes to working hours, working time or working location.
For more details please contact the People department.
Working time directive
The stated objective of the Working Times Regulations is to lay down minimum health and safety requirements for the organisation of working time. The points which are relevant to us are:
Maximum weekly working time
A limit of 48 hours over a rolling 17 week period is imposed on average weekly working time. An individual employee may voluntarily choose to work in excess of the weekly working time limit.
Minimum periods of weekly and daily rest and minimum breaks whilst working
Employees are entitled to a daily rest period of 11 consecutive hours and a weekly rest period of 24 hours, together with a daily 20 minute rest period where the working day is longer than 6 hours. The daily rest period may straddle two calendar days.
If you believe that over any given 17 week period you may average more than 48 hours, you should discuss the matter with your line manager or the People team. Further information is available from the People department.
Termination of employment
On termination of employment (be it at the request of the Company or the individual, for whatever reason) the Company is entitled to deduct, as far as possible, from any final monies owing, all debts owed by you to the Company or any member of the CBRE Group, including but without limitation:
– The balance outstanding of any holiday excess
– Season ticket loan
– Training and development loan
– Other loans advanced by the Company
– deductions in respect of tax or National Insurance
– outstanding car insurance excesses
– repairs to cars returned to the Company in a damaged condition car deductions where excess lease payments are made over the entire lease period
– parking or congestion charge fines
If there is still a balance outstanding, you should make a direct bank transfer to the Company before you leave and, if you do not, the Company reserves the right to deduct the sum owed by you from any pension refund or, if necessary, to take legal proceedings for recovery.
Your P45 and final payslip will be sent to your home address by our payroll services provider.
On termination of your employment, you must return to your manager all original and copy documentation, files and correspondence relating to the Company’s affairs, together with any vehicle, credit cards, security cards, IT equipment, Blackberry, telephones, books, Employee Handbook, keys, equipment or other property belonging to the Company.
Disciplinary code
It is in the interests of the Company that everybody conforms to established standards of conduct and observes the Company’s rules and procedures and the rules set out by the regulators in the environment in which we operate. Please refer specifically to the intranet for our Code of Conduct and Compliance Rules. A serious infringement of these will be regarded as gross misconduct and will render you liable to immediate dismissal. Examples of what the Company would regard as gross misconduct are given below, although these are not exhaustive:
– A breach of statutory and/or regulatory rules, as amended from time to time.
– A breach of the Conduct Rules under SMCR
– Serious infringements of established standards of conduct at work, such as misappropriation of property, theft, fraud, physical assault, being drunk or under the influence of illegal drugs, or breach of the Compliance Rules
– Criminal offences
– Violation of the Company’s Electronic Communication Policy
– Behaviour which disregards the Company’s Equal Opportunity or Harassment Policy or other Company procedures and policies
– Violating health and safety rules or practices or engaging in conduct that creates a health, safety or environmental hazard
– Disclosure of confidential information about CBRE or its employees, clients or suppliers
– Engaging in business outside the Company during working hours without written permission of the Managing Director
– Breach of sections A2.1.b of the Estate Agents Act (1979)
– Engaging in business, at any time, that is in competition with or prejudicial to the Company
– Behaviour to the Company’s clients, suppliers or advisers which is prejudicial to the Company or which would in any way damage the Company’s standing with clients or members of the public
– Unauthorised absence from work
The Company has a disciplinary procedure, a copy of which is available from the People department or the Intranet.
Grievance procedure
Every employee in the Company has the right to raise a grievance relating to their employment. The Company has a grievance procedure, a copy of which is available from the People department, or the intranet.
