Welcome to Fred Aldous

We hope you enjoy your time with us and becoming part of our team, helping us to continue to help people create.
This is where you will find everything you need to know about working here…


Purpose & Core Values
Being checked by Paul/Mark – to be added later

Working at Fred’s

Click on a topic in the list below for more information........

General Behaviour
Probationary Period
Working Hours
Time Keeping
Food and Drink
Personal Telephone Calls
Security
Company Property
Bullying
Drink and Drugs
Smoking
Induction and Training
Further Training and Development
Sickness Absence
Lateness
Maternity
Paternity
Parental Leave
Adoption Leave
Time off to care for Dependants
Bereavement Leave
Holiday Arrangements and Entitlement
Leaving Fred Aldous
Retirement
Payment of Wages
Pay Review
Bonus
Stakeholder Pension Scheme
Staff Discount Scheme
Equal Opportunities Policy
Environmental Policy
Health & Safety
Accidents

 

General Behaviour
Our expectation is that all our staff members treat others, whether they are our customers, visitors or colleagues in a professional and polite manner at all times.  Abusive and threatening language or behaviour is not acceptable regardless of whether it is verbal or written communication.

 

Probationary Period
On joining Fred’s, your first 12 weeks will be a probationary period. This allows us and you time to ensure that the role is suitable for you.

 

Working Hours
Your working hours are included in your employment contract.
From Monday to Saturday you are entitled to two paid 15 minute breaks (one in the morning and one in the afternoon) and an unpaid 45 minute lunch break.
If you work on a Sunday, you will receive your basic hourly rate plus an extra 2.5 hours pay.
On a Sunday you will be entitled to an unpaid 30 minute lunch break.

 

Timekeeping
We ask that you are punctual, arriving at work and ready to start at the correct time. All weekly paid staff members are required to clock-in and clock-out when they start and finish work and also at the start and end of all breaks.

Food and Drink
We have a staff room available for you during your breaks and lunchtimes.  All we ask is that you wash up any cups plates or cutlery you may have used. There are a number of recycling bins available in the staff room for any rubbish.

 

Personal Telephone Calls
We ask that personal telephone calls are not made or received during work hours unless it is an emergency. Personal mobile phones should be switched off or muted during working hours.

 

Security
We take all reasonable measures to provide a secure environment for our staff and visitors.  There are boxes available for personal use in the staff room but we ask that where possible, you do not bring any valuable items into work.  If you are suspicious of any individual coming into the shop please let a member of management know.  All visitors should be accompanied by a staff member at all times.

Company Property
Fred Aldous provides equipment, machinery, tools and materials for specific use while in work.  We ask that you take reasonable care of any company property while you are using it. There is a computer with internet access in the staff room available for you to use during break times.

 

Bullying and Harassment
Bullying or harassment of any kind is not tolerated at Fred’s and is considered gross misconduct.

Drink and Drugs
We ask that you attend work in a fit state and not under the influ­ence of drink or drugs. Drinking of alcohol or taking of drugs, other than those medically prescribed, is not acceptable during working hours.

Smoking
If you smoke please do so during breaks or lunch periods only, outside of the premises and away from public entrances.

Induction Training
During your first week with us we will ensure that we provide you with everything that you will need to know to get you started and to keep you safe.

 

Further Training and Development
Following your induction training you will continue to learn about the essentials of your role under the guidance of your immediate supervisor.  We are committed to your on-going learning and development and will review this with you regularly.

 

Sickness Absence
If you are unable to attend work due to sickness, please let us know as early as pos­sible on 0161 2364224 and inform Karen on 07894 786909.

If you are absent due to sickness for more than 7 days you need to provide us with a fit note from your GP or hospital doctor.

We will pay Statutory Sick Pay (SSP) for sickness absence.  You need to have been off work for 4 days or more in a row to qualify for SSP.  

 

Lateness
If you know you are going to be late, please phone to let us know.  If you are late it may affect your pay.  Repeated lateness may also lead to disciplinary action.

 

Maternity Leave
As an employee, you can take up to 52 weeks of Statutory Maternity Leave.
If you give your employer the correct notice, you can take Statutory Maternity Leave no matter:

  • how long you’ve been with your employer
  • how many hours you work
  • how much you’re paid

You can find out everything you need to know here Maternity Leave - GOV.UK
Your employment rightsare protected while on Statutory Maternity Leave, but your employer is allowed to contact you to ask when you’re planning to return.
Plan your maternity leaveby using your baby’s due date to work out your Statutory Maternity Leave notice period, earliest start date and Ordinary and Additional Maternity Leave periods.  From here, you can also work out your maternity pay.
  Paternity Leave
If you’re an employee, you can take both:
 

  • 1 or 2 weeks of Ordinary Paternity Leave
  • up to 26 weeks’ Additional Paternity Leave (only if the child’s mother has returned to work)

You must start and end Ordinary Paternity Leave within 56 days of your baby’s arrival. 
Please click here for further information regarding paternity leave and paternity pay Paternity Leave - GOV.UK

 

Parental Leave
Eligible employees can take unpaid parental leave to look after their child’s welfare, for example, to:

  • spend more time with their children
  • look at new schools
  • settle children into new childcare arrangements
  • spend more time with family - eg visiting grandparents

Employment rights (like the right to pay, holidays and returning to a job) are protected during parental leave. For more information please see here Parental leave - GOV.UK

 

Adoption Leave
You can take up to 52 weeks of Adoption Leave.

The rules about eligibility and how to claim are different if you’re adopting a child from overseas. 
For more information please see here Adoption Leave - GOV.UK

 

Time off to care for Dependants
As an employee you’re allowed ‘reasonable’ time off to deal with an emergency involving a dependant. There’s no set amount, but in most cases 1 or 2 days should be enough.  We will look at this on a case by case basis.  A dependant could be:

  • husband or wife
  • partner
  • child
  • parent
  • friend or family member who lives with you but doesn’t pay rent
  • someone who relies on you to care for them (e.g. an elderly neighbour)

If this happens to you, let us know as soon as is practicable. We will be as supportive as possible and depending upon circumstances, may be able to extend leave in some situations.

 

Bereavement Leave
If a close member of your family passes away you will be allowed additional paid leave of up to 3 days. In addition, we will of course be as supportive as possible and consider additional unpaid time off if requested.

 

Holiday Arrangements and Entitlement
Annual holiday entitlement (including bank and public holidays) is 28 days or 5.6 weeks based on full time hours.  Your individual holiday entitlement will be included in your contract of employment.

Once you’ve completed 5 years service with us, you will receive an extra week’s holiday taking you to 33 days holiday (or 6.6 weeks). 
Once you’ve completed 15 years service with us, your annual holiday entitlement increases again to 38 days (or 7.6 weeks).

The holiday year runs from 1st January to 31st December each year.  Please ensure you take all your holidays within this period.  As a general rule, we do not carry holidays over into the next annual holiday period.

Holidays can be requested via the basecamp calendar and will be dealt with on a first come, first serve basis.  Please provide at least two weeks notice for any requested holidays.

 

It is preferred that holidays are not taken during our busiest time which is from 
1st October up to Christmas.  Only under exceptional circumstances will holidays be granted during this period and at the manager’s discretion.

If you leave Fred Aldous part way through a holiday year, we will pay you for any holidays owing to you that have not been taken or, if you have taken over your holiday allowance at the date of leaving, we may deduct this from your final wage.

 

Leaving Fred Aldous
If you decide to leave Fred Aldous and are;
Paid weekly – you must to provide us with one week’s notice in writing of your intention of leaving.
Paid monthly – you must provide us with four week’s notice in writing of your intention of leaving.
If we end your employment, the following notice periods will apply;
Less than 4 weeks service – none          
After 4 weeks and up to 2 years service – 1 week
After 2 years service – 1 week notice per year of service, up to a maximum of 12 weeks notice

All notices of termination need to be given in writing.

The periods of notice set out above may, by consent, be varied depending on the individual circumstances. 

 

Retirement
If you wish to retire, we ask that this is set out in writing to us as per the notice requirements in your employment contract.  There is no set age for retirement.

 

Payment of Wages
All staff wages are paid directly into a bank account by direct debit. It is important that you let us know as soon as possible if you change your bank account details. If you do change your bank we need to know the new sort code, account number and the account name as well as the branch address. You should give us 2 weeks notice to change bank details. We cannot make payments by cheque or cash. Please note that we are also unable to make advances of wages.

 

Pay Review
We review pay at six monthly intervals once you have completed 12 months service. We recognise that pay, as well as other conditions of employment, are important and always give this a high priority in our business planning. There are no guarantees of regular increases and ultimately our ability to make increases is dependent upon past and anticipated business performance.

 

Bonus
Discretionary monthly bonus payments are awarded to those employees who demonstrate hard work, reliability and commitment once an employee has reached 12 months service.  The monthly bonus is shared from a ‘pot’ which equals 0.55% of the turnover for that month, therefore the higher the turnover the higher the bonus.

 

Stakeholder Pension Scheme
As an employee of Fred Aldous you are eligible to join our Stakeholder Pension scheme at any time. The scheme we offer complies with Government legislation and we will, on your instruction, deduct payments from your wages and credit directly into the Pension scheme. You can opt to contribute any regular amount into the scheme. The scheme is a personal plan into which you will be able to continue to make contributions to after your employment with Fred Aldous. Please ask your Supervisor for more details.

Staff Discount Scheme
While you are employed with Fred Aldous, you will be able to take advantage of our staff discount rates on most products at a discount of 34% off retail price. All such purchases must be processed by another member of staff in the shop.

Equal Opportunities Policy
Fred Aldous promotes an environment free from discrimination, harassment and victimisation on the basis of:

  • gender, sexual orientation, marital or civil partnership or gender re-assignment
  • race, colour, nationality, ethnic or national origin
  • religious or political beliefs
  • disability
  • age

We ensure that our employees are not disadvantaged in any aspect including our recruitment, policies and working practices.  We also proactively support a culture of respect and dignity towards others at all times.

Environmental Policy
We strive to do business in a more progressive way, taking responsibility for the impact of our company on society and the environment.  We do this by:

  • Actively promoting recycling
  • Minimising waste by regularly evaluating operations and ensuring they are as efficient as possible
  • Sourcing and promoting a product range and packaging that has minimal impact on our environment
  • Being actively involved with the community around us through participation, donations or any other forms of assistance

Health & Safety
Fred Aldous is committed to the health, safety and welfare of all its employees and to oth­er persons who may be affected by the company’s actions. It is company policy to pro­vide and maintain healthy working conditions, a safe environment and systems of work.

The Managing Director is responsible for ensuring safe working practices at Fred Aldous but all employees will­ be encouraged to participate in the pursuit of Health and Safety and are reminded that safety is the prime responsibility of everybody when carrying out their own particular job.  If you have any concerns regarding health or safety please report this to your immediate Supervisor.

The Managing Director is also responsible for assessing, evaluating and controlling risks.  It is the company’s policy to provide the nec­essary information, instruction, training, supervision and all emergency procedures that may be required. 

 

Accidents
All accidents must be reported immediately and recorded in the accident book located in the packing area. All incidents, cases of disease and near misses must also be reported so that remedial action can be taken to prevent recurrence.