Salary

Salary entitlement is set out in your contract of employment and you will be advised of any changes in your salary.

Annual salaries are paid by equal monthly instalments on the last working day of each month, direct to your bank account. If this date falls at a weekend or bank or public holiday then payment will be made on the preceding working day.

Weekly salaries are paid weekly on a Friday directly into your bank account unless otherwise set out in the Statement of Employment Terms. If a Friday is a bank or public holiday then payment will be made on the preceding working day.

Where only part of a calendar month is worked, whether on commencement or termination of employment or otherwise, employees will have their salary calculated on a daily basis (see example below).

£ [annual salary] ÷ 12 [months of the year] ÷ [number of calendar days in relevant termination/start month] x [employee end date from the start of the month or employee start date to end of the month] = salary for relevant month.

Alterations to your bank details and any other information affecting the proper functioning of the Company's payroll system must be notified to the HR Department immediately to ensure payroll security and accuracy.

Salaries (including any payment due to you on termination of employment) are subject to any deductions which are required by law (including where appropriate social security contributions and income tax) or as agreed with you or as a result of any sums due or becoming due to Jersey Post Limited including:

 any overpayments of any remuneration or any payments made by mistake or through any misrepresentation or otherwise;

 any overpayment made in respect of any benefits;

 any failure by the employee to give and/or to work the requisite period of notice;

 any payments received by the employee in respect of social security benefits whilst they are receiving sick pay from the Company, this applies if the employee has not handed over the social security cheque to Jersey Post Limited;

 the costs of causing or allowing damage to or appropriation of Jersey Post Limited property or for the non-return of any Company property by an employee upon termination of their employment;

 unauthorised absence or persistent lateness;

 any deductions in respect of benefits to which the employee makes a contribution e.g. pensions;

 the costs of any training or professional subscriptions or similar paid for by Jersey Post Limited where an employee fails to complete the course or leaves in the 12 month period following such training or leaves the Company part way through the year following the payment of the professional subscription. For further details please refer to your Learning and Development Policy.

 any repayment of maternity, paternity or adoption pay in the circumstances outlined in the relevant policy;

 union dues

Employees are required to inform the Company of their income tax Tin Number and 'effective rate notice' as soon as they receive it. If they do not, then the Company will be required to deduct the default rate from their salary. It is also the employee’s responsibility to check their ITIS rate to ensure they are paying the latest relevant percentage.

Employees are also required to provide the Company with their registration card, Settlement Status Certificate (if applicable) and TIN number. If they do not, then Company will be unable process their salary.

Salary Reviews

Salaries will be reviewed periodically, usually annually. Any increase to salary as a result of such review shall be entirely at the discretion of the Company.

Productivity/Bonus Payments

All operational, support and managerial employees are eligible to participate in a productivity or bonus scheme, subject to reaching agreed targets. These schemes may change at the Company's discretion from year to year and details will be supplied to employees as soon as they are available. Generally, the rules of the current bonus scheme, if any, are issued on an annual basis.

The payment of a bonus in any particular year does not guarantee any payment in any successive year. In order to be considered for a bonus, employees must be employed on 31 December of the relevant year.

Any bonus granted is paid on a pro-rata basis to part-time employees or those working only part of the relevant year subject to them being employed on 31 December of relevant year.