Introduction

The contents of this Handbook apply to all employees of Jersey Post Limited.

The purpose of the Handbook is to provide information to employees about their employment within Jersey Post Limited. It replaces any previous handbook, procedures and policies which may have been issued to employees by any previous or existing Jersey Post Limited or States of Jersey entity including the Committee for Postal Administration of the States of Jersey.

Our policies will evolve over time in line with what’s happening to our business plus any legal changes that we all need to comply with. As such, this handbook will be updated from time to time and we’ll make sure we keep you informed when it’s updated.

Information is divided into a number of sections as follows:

Section One: Introduction explains the various sections of the Handbook.

Section Two: Contractual Terms and Conditions details terms and conditions additional to those set out in the Statement of Employment Terms (contract of employment) and which together with the Statement of Employment Terms forms the Contract of Employment. In the event of any inconsistency between this Handbook and the Statement of Employment Terms, the Statement of Employment Terms will prevail.

Section Three: Benefits provides details of benefits currently available to employees. The information in this section is for guidance and information only, is not legally binding and does not form part of the Contract of Employment. The contents are subject to amendment or termination at the Company's discretion at any time.

Section Four: Policies provides information on policies and procedures that operate within Jersey Post Limited which employees are required to follow but which are not legally binding and which do not form part of the Contract of Employment.

Section 2

Contractual Terms & Conditions

Duties

During your employment with the Company, you shall:

 Respect all lawful requests, instructions and regulations made by the Company and perform and observe such duties and restrictions and supply such information (in writing if so requested);

 If reasonably required to do so, perform duties for and on behalf of the Company, and/or perform other jobs at similar levels within Jersey Post Limited;

 Use your best endeavours to carry out properly all duties reasonably assigned to you by the Company;

 Devote the whole of your time, attention and ability to your duties during your normal working hours and at such other times as may reasonably be required by the needs of Jersey Post Limited;

 Serve Jersey Post Limited to the best of your ability and use your best endeavours to promote the business of Jersey Post Limited and not knowingly or willingly do or permit to be done anything to the prejudice, detriment or injury of Jersey Post Limited;

 Use appropriate behaviour, language and conduct both with the public and with your colleagues, in accordance with but not limited to Jersey Post Limited’s policies;

 Dress appropriately and maintain the correct appearance relevant to your job; and

 Comply at all times with all codes of conduct including all procedures manuals and compliance rules adopted from time to time by Jersey Post Limited and all applicable rules and regulations of any relevant regulatory authority, as such manuals, rules and regulations may be amended and updated from time to time in particular those contained in the Handbook.

The Company is at liberty from time to time at its sole discretion:

 To change the duties to be performed by an employee under the Contract of Employment (provided that the Company acts reasonably in exercising its discretion);

 To limit the employee's authority and/or change the limits on their authority; and/or

 To appoint any other person or persons to act jointly with the employee or solely to discharge the duties previously assigned to them and exercise their powers.

Probation

When you start working at Jersey Post, your probation period is the opportunity for both you and us to assess how you’re settling in and performing in your role as well as developing the skills, knowledge and experience we expect.

If you terminate your employment during the probationary period, the notice period set out in the employment contract must be worked and any failure to do so will result in you having to pay the Company the equivalent of your salary for the period that they do not work (or such amount may be deducted from salary).

If during your probationary period, your line manager judges your performance and/or behaviour to be below an acceptable level they will discuss this with you. However, should performance not improve to a sustainable level, employment may be terminated with the necessary notice or paid in lieu of notice. At those meetings, you can have a work colleague or trade union representative accompany you.

The probation period may be extended at the discretion of the Company. Once you have completed your probation period, the period of notice will be as that set out in your employment contract

It is likely that you will have access to sensitive and confidential information about Jersey Post Limited and its customers. For this reason, all of our employees including temporary and fixed term contract employees are required to sign a Personal Declaration and to comply with the provisions of this clause. Any breach of the Personal Declaration or this clause will be dealt with under the disciplinary procedure.

Employees shall not at any time during their employment (except insofar as it is necessary and proper in the course of their employment or unless expressly authorised or required to do so by a Director) or any time after the termination of their employment (except as required by any duly authorised regulatory authority or court of law) disclose to any person or company or make use of any information, whether considered secret or confidential or otherwise, which may come to an employee's knowledge during the course of their employment, howsoever that information is obtained concerning the existence, identity, business transactions, personal or corporate details, practice, operations, dealings, affairs or otherwise of Jersey Post Limited, its officers, employees or its existing, former or potential customers or suppliers and business contacts. Any breach of this term during the course of employment may lead to an employee's dismissal, with or without notice. The Company also reserves the right to take whatever legal action it may deem appropriate against an employee or former employee who is found to be in breach of this term.

The confidentiality clause set out above applies to any information obtained through an employee's access to any systems belonging to or operated by Jersey Post Limited, including any data held on such systems and includes any documents created by any employee on any such systems (which documents shall remain the property of Jersey Post Limited). Any unauthorised copying, reproduction or removal from Jersey Post Limited’s offices of any such information by an employee who has not received express written authorisation from a Director may lead to an employee's dismissal, with or without notice.

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat.”

Covenants By the Employee

In this clause only:

"Company" shall be construed unless the context otherwise specifically requires as meaning the Company and/or any of its parent, subsidiary, associated companies or any other subsidiary of any parent company with which an employee has been actively concerned during their employment;

"Relevant Date" means the date on which an employee's employment is terminated for whatever reason or the date on which any solicitation as prohibited by this clause takes place whichever is the earlier;

"Restricted Business" means a business which supplies services substantially the same as any services supplied by the Company and the supply of which an employee has been actively concerned with at any time during the two years immediately before the termination of an employee's employment;

"Restricted Employee" means any person employed by the Company in a managerial position with whom an employee has worked during their employment within Jersey Post;

"Restricted Period" means the period of an employee's employment and the period of 12 months immediately following the termination of an employee's employment and in the case of summary dismissal for gross misconduct, an additional period of time equal in length to the notice period.

All employees are likely to obtain in the course of their employment confidential information and personal knowledge of and influence over the business and employees of the Company. All employees therefore agree that they will be bound by the restraints set out below. This does not prejudice any other statutory obligations or contractual restrictions imposed on employees.

No employee shall, without the prior written consent of the Company, during the Restricted Period in any capacity whatever and, whether on their own account or in conjunction with any other person, solicit or facilitate the solicitation in respect of the Restricted Business any person who was during the period of 12 months immediately before the Relevant Date or is (a) a client of the Company; (b) a realistic prospect of becoming a client of the Company; or (c) a person with whom the Company had business dealings and (i) who the employee knows or believes falls within that category (a), or (b) or (c); or (ii) with whom the employee has dealt or had contact during the period of 12 months before the Relevant Date.

No employee shall without the prior written consent of the Company during the Restricted Period in any capacity whatever and whether on their own account or in conjunction with any other person employ or offer employment to or endeavour to entice from the employment of the Company any Restricted Employee or in any way discourage any Restricted Employee from continuing in the employment of the Company.

No employee shall during the Restricted Period assist, advise or give any information to any person for the purpose of that person's doing any act which if done by such employee would be in breach of any of the above provisions of this clause.

Employees acknowledge and agree that the covenants in this clause are separate and severable. Employees agree and acknowledge that, due to changing circumstances and unforeseeable reasons some restrictions may become invalid or that the validity may be open to doubt. Employees agree that, if one or more is found to be invalid or unreasonable, for any reason, then the remaining covenants will still be valid.

The covenants in this clause are considered by the Company and employees to be reasonable in all circumstances, including the duration, and are appropriate for the protection of the Company's proper interests. The parties recognise that, due to changing circumstances and unforeseeable reasons, some restrictions may become invalid or the validity may be open to doubt and agree that a) if any one or more of the restrictions contained in this clause are considered to go beyond what is fair and reasonable, for the protection of the legitimate interests of the Company, then deletions and limitations can be made by the Company in order that the restrictions can be judged reasonable and will still apply; b) the Company may give employees notice to delete or limit any one or more of the restrictions contained in this clause if it considers it in its best interest to do so, and in such event the restrictions will apply with such deletions or limitations.

Overtime

Overtime is any additional time that you work over and above the standard minimum hours of work as set out in your employment contract. The overtime week runs from Monday till the following Sunday.

Overtime must be authorised in advance. Where an emergency prevents this, authorisation must be obtained as soon as possible after the overtime has been worked.

Overtime rates - Your employment contract will set out whether you are entitled to be paid overtime and any overtime rates payable.

Part Time Employees - Where overtime is payable, hours worked in excess of your contractual hours are paid at single time rates until they exceed full-time hours, (being 38 hours per week for postal operations and 37 hours per week for managerial/support employees) when they are paid at overtime rates as set out in your employment contract.

Overtime claims - All overtime claims must be recorded on relevant system/documentation and authorised by your line manager.