“To be the training organisation of choice to the building services engineering sector.”

Holidays are really important. They not only give you some valuable family and personal time; they allow you to relax, replenish yourself and return to work relaxed. The JTL holiday year runs from 1 January to 31 December. For a detailed understanding of your entitlement, simply read our full policy HERE

After every three years of service, employees will accrue an additional day’s holiday up to a maximum of 5 additional days after 15 years. And because we recognise that employees may require more time off on occasion, there is the option to purchase up to five additional days in each year once the employee completes one year’s service. Discover more HERE

In addition to the holiday entitlement outlined above, employees are also entitled to eight statutory Bank Holidays each year. JTL is closed for business between Christmas and the New Year, and these non-working days are given in addition to your contractual holiday entitlement. See HERE

All calculations shall be based on a formula of 1/260 of the annual salary for each day of holiday (on the assumption of 260 working days a year).

At JTL, our absence policy aims to ensure that absence is managed in a consistent, supportive and effective way so that operational and service levels are maintained. As a general principle, permission for any leave of absence must be obtained from the manager in advance. You must also give reasons for the request and give reasonable notice so that the manager can make any necessary arrangements for cover.

If you are unwell or injured, the first seven days (five working days) of sickness can be self-certified. After that, however, your absence must be supported by a Statement signed by a Medical Practitioner.

There are clear procedures to follow and forms to complete for all cases of absence. Before looking at specific requirements for specific types and lengths of sickness, read the full absence overview HERE

If you are unable to attend work because of illness or any other incapacity, you must speak to your manager or – if that is not possible – to the Human Resources Department at Head Office – before 9.10am. Read specific guidance on this process HERE

You must notify JTL on each subsequent day of absence unless a medical certificate has been issued. See HERE

If you are unable to return to work for a fifth working day, you will need to complete and return the Company Absence Statement so as not to put at risk your right to Statutory Sick Pay for that period.

Where your absence exceeds five working days, you will need to obtain and submit a Medical Practitioner’s statement. Read more HERE

Medical statements should continue to be sent to the Human Resources Department. If sickness absence continues beyond 28 weeks, you will be required to agree that a JTL-nominated Medical Practitioner can contact your own Medical Practitioner to assess how long it is likely to be before you can resume your contractual duties.

If you have the facility to work from home during such an extended period of absence, JTL will arrange for your email account to be disabled and telephones diverted, where appropriate. This will allow you to recover without the distraction of work.

You will find more details HERE

Failure to notify JTL of illness or injury in the required manner can jeopardise payment of sick pay. Read more HERE

Qualifying days are the only days for which you can claim Statutory Sick Pay. See an explanation HERE

It is important that periods of absence are both reasonable and warranted in the judgement of the Human Resources Manager and the relevant Director. For details of this assessment process and its potential consequences, see HERE

There are occasions when it is to the benefit of both JTL and you that your medical fitness for duties should be checked. To see how this process works, see HERE

In the interests of your well-being, you may be invited to an interview once you return to work. This will help us ensure that you have the support you need – and may include conducting a formal Risk Assessment with the Health & Safety team. Other options such as a phased return to work on reduced hours may also be discussed. Read more HERE

Payments are of two kinds – Occupational Sick Pay and Statutory Sick Pay. These are worked out on the basis of length of service and legal entitlement. You can find a clear breakdown of these options HERE

The formula used to calculate Sickness Pay is explained HERE

If you have booked annual leave and are then on sickness absence, you will need to provide a medical certificate on your return in order for the annual leave to be re-credited.

Frequent and persistent short-term absence will be investigated by the Line Manager and may – subject to relevant medical and other information – lead to further action. Discover more HERE

Where the company reasonably suspects that the period of absence is intended to avoid an ongoing or the inception of a disciplinary process,  JTL reserves the right to pay Statutory Sick Pay only.

In the case of bereavement or serious illness in your immediate family, compassionate leave will be granted at the discretion of the Director. You may also be required to complete an absence statement.

We try to be as flexible and accommodating as possible, and time off for household commitments will be granted at the Line Manager’s discretion. In some circumstances, time off will need to be taken out of your holiday entitlement.

Necessary appointments should – whenever possible – be made for the beginning or end of the day. You will need to inform the Line Manager in advance, but there is no need to complete an absence statement form in these circumstances.

Written applications for special leave – over and above your existing holiday entitlement – may be considered. This will be subject to the final discretion of the Director.

If you are required to undertake Jury Service or to attend Court as a witness, you must consult the Human Resources Manager immediately. JTL will grant a paid leave of absence up to a maximum of two weeks, after which you should make a claim against the Court for any loss of earnings incurred as a result of an extended Court appearance. JTL will subsequently make up any difference between the financial reimbursement against loss of earnings from the court and the basic salary (upon provision of written proof of claim and reimbursement.

Life can be unpredictable and you may be called on to deal with emergencies related to children or other dependants. You have a statutory right to take reasonable time off work without pay to deal with emergency  situations – a dependant falling ill or dying, for instance, or an unexpected incident involving a child at school. You must simply tell your manager as soon as possible about the reason for your absence and agree how long you will be away from work. For a full explanation of this process, and a clear definition of who counts as a dependant, see the full policy HERE

Every employee who is the parent of a child under the age of 18 is able to take up to 18 weeks’ unpaid ordinary parental leave before or up to the date of the child’s 18th birthday. This also applies if you are the parents of an adopted child. See the full Parental Leave policy HERE

Every year members of our team welcome a new baby into their family, and we think it’s important to support parents both leading up to and following this special time. Expectant mothers can take time off for antenatal care, and prospective fathers can take unpaid time off to attend antenatal appointments. All pregnant colleagues are able to take 52 weeks maternity leave and depending on your length of service will also be entitled to Maternity Pay and Occupational Maternity Pay.

The first 26 weeks of maternity are known as Ordinary Maternity Leave and the second 26 weeks are known as Additional Maternity leave. Explore the full details HERE

Where both parties agree, an employee can work for up to 10 days during maternity leave, provided that this is not during the compulsory maternity leave period, without losing her right to Statutory Maternity Pay.  JTL is permitted to make reasonable contact with an employee on maternity leave.

Once you have notified JTL of the intended start date for maternity leave, JTL will notify you of the date your maternity leave will end. You will need to notify JTL if you intend to return to work following your leave or before the end of either your Ordinary or Additional Maternity Leave period. Read more HERE

If you are employed on a full-time contract, there is not automatic right to return to a part-time post following maternity leave. JTL will consider requests on a case-by-case basis. Read more HERE

Paternity leave of up to 2 weeks is permitted for the purpose of caring for a new born child or to support the child’s mother (in the case of birth) or adopter (in the case of adoption). To discover the full eligibility rules and required notice period, read the full policy HERE

Do you believe that adoptive and birth parents deserve equal leave to care for their children? So do we – and we aim to make it happen at JTL. Subject to meeting certain criteria, adoptive parents are able to take up to 52 weeks of adoption leave and may qualify for statutory adoption pay. Read the full Adoption Leave information HERE

In exceptional circumstances you may be granted long-term unpaid leave of absence. This is intended for purposes such as an extended family illness or international sporting events for employees representing their country. The maximum amount of long-term leave that may be granted is 6 months.

At JTL, we actively support employees who wish to participate actively in the community – for example, as a Justice of the Peace, member of a Statutory Tribunal, Local Authority, School Governor, School Advisory Body, Territorial Army, etc. With the approval of the Director, you could be granted a maximum of 5 days per annum with pay and a further 10 working days without pay. Read more HERE

JTL fully respects the rights of employees to express their views provided those views are neither offensive nor inappropriate. Read MORE

At JTL, we aim to support our employees who are members of the Reserve Forces. This includes providing them with a maximum of 10 days’ paid leave during any calendar year to attend a Reserve Training activity. For a detailed insight into JTL’s commitment to Reservists, and the processes involved in delivering that commitment, read our full policy HERE

JTL recognises that many of our employees will be involved in additional community voluntary activities in support of children and young people. You do not need to advise JTL formally of such activity, particularly if you are engaged as a voluntary helper on an occasional basis.

JTL employees must not engage in any paid occupation nor enter into any business – whether on their own behalf or for another – without first obtaining written consent from the Director. New employees are asked to declare any paid occupation or outside interests upon joining. Contravention of these rules is in breach of the Contract of Employment. Read the full policy, including reasons why consent may be withheld, HERE

Information security and confidentiality are vital to our operational effectiveness and legal compliance. In the normal course of business, employees may have access to or receive confidential information referring to individuals, companies, JTL policies and strategic decisions, and contracts. Sharing this with unauthorised parties will be regarded as gross misconduct, as will making unauthorised access to information held on the computers of JTL or any of their associates or any portals maintained by third parties. Read a full description of our policy HERE

Copyright in any material, in any medium, that may have been invented, authored or developed by an employee of JTL, belongs to JTL unless otherwise specifically agreed by the Chief Executive in writing.

Responsibility for health and safety goes way beyond our dedicated Health & Safety Department.

Every one of us has a duty under the Health and Safety at Work Act 1974 to take reasonable care for the health and safety of ourselves or others at work. We must cooperate with the organisation, or any other person, to ensure that we fully comply with the requirements and duties imposed by the statutory provisions. For all these reasons, JTL promotes best practices of care and corporate responsibility.

We ask you to pay particular attention to the Health & Safety Policy, Risk Assessments, Driving at Work Policy and Local Working Instructions relating to the Report of Accidents and/or Dangerous Occurrences. Details of all these can be found on the company intranet.

All employees should be aware of the nominated First Aid Officers and the location of the First Aid Kit. A travelling first aid kit for emergency use will also be issued to employees who need to use a motor vehicle to conduct work activity. Actions to be taken in the event of an emergency are briefly covered during induction training.

You will find detailed fire regulations on the relevant notice boards of all JTL premises. The organisation has a duty to make you aware of these instructions including fire exits, assembly areas, nominated fire officer and required participation in fire drills. Induction training will also cover action to be taken in the case of an emergency.

The rule is simple: there is a total ban on smoking at all times within JTL premises unless a designated smoking area is provided. For more information about our no-smoking policy – including its relevance to employees who work from home and driving on company business – see the full document HERE

The EU regulations are clear: employees who use computers at work are entitled to an eye test and basic spectacles at the expense of their employer. For this reason, JTL has a Corporate Eye Test Package that provides the best national coverage and the best benefits for all employees. To discover what this package offers you – and how to access its benefits – read more HERE

If JTL believes that an employee suffers from an alcohol or substance abuse condition, we have the authority to require the employee to seek medical advice and treatment. Technically, such offences may be categorised as misconduct subject to Disciplinary Procedures, but our primary concern is the welfare of the individual and the avoidance of any potentially negative impact on the business.

Good behaviour and respect towards others are vital aspects of the JTL culture – and these should be demonstrated both within the working environment and at any work-related social function. Failure to do so will not be tolerated and may result in disciplinary action. It goes without saying that alcohol provided at work-related functions should be consumed sensibly and employees must abide by drink and driving laws if they need to drive after the event.

Honesty, credibility and trust underpin everything we do as an organisation. If an employee is convicted of any criminal offence, they must declare it to the Human Resources Director immediately.

The employee will not automatically be dismissed or disciplined because they have been charged with, or convicted, of a criminal offence. However, JTL reserves the right to review the employee’s conduct and any implications it may have on JTL’s business. Disciplinary action may then be taken if necessary.

You are more than just an employee at JTL. You are an individual member of a community that places enormous value on supporting and caring for each other – and not just within the work environment.

So if you have a problem that is not related to your specific employment, you may discuss the problem in confidence with either your immediate Line Manager or the Human Resources Manager.  In addition, you and your immediate family have access to a free Employee Assistance Programme with the resource and expertise to help you with a range of life issues. It is available 24 hours a day, 365 days a year, and you can find out more via the Company intranet and the employee self-service portal.

At JTL, we recognise that work-related stress can affect both mental and physical health – and we address this issue by developing good working practices and actively identifying sources of workplace stress. Our Health and Safety team regularly conducts risk assessments, for example, and Line Managers and the Human Resources Manager are on hand to provide confidential support and sign-post services and resources that will help overcome stress in you or a colleague. See our full Stress Policy HERE

We never compromise on employee safety. If you are required to visit a work place or that exposes you to risks, you will be issued with personal protective equipment such as safety helmet, safety boots, safety goggles, high visibility jacket and a high visibility waistcoat. Wearing this personal protective equipment is not optional – and failure to do so is likely to amount to an act of misconduct.

Our dress policy can be summarised in two words: Dress Appropriately. That means dressing in a way that matches the location and the nature of the work being conducted. If a field-based employee is visiting a JTL office, for instance, he or she should follow the dress code at that location. And it goes without saying that everyone must have a high standard of personal hygiene at all times. For guidance on appropriate dress relating to Head Office, NAC and Field Staff, read our full policy HERE

Diversity, equality and inclusion are more than just words for us. They are core principles that guide the way we build our teams, cultivate our leaders, engage with the public and harness the full talents of our people. We are an equal opportunities employer and our written policy – reviewed annually – is available on the Company intranet and the employee self-service portal       

As an organisation, we take great care to ensure that employees, job applicants and service users are treated fairly and free from discrimination at all times. For this reason, we actively support the recruitment of people with disabilities, and are willing to implement appropriate modifications where these allow individual to perform the tasks asked of them. To discover more about our approach – and for guidance if you have a disability – read our full policy HERE

Membership of a Trade union or staff association is entirely a matter of individual choice, and JTL expresses no views on the desirability of joining any particular union.

The recognised Trade Union in the craft sector of the building services engineering industry is Unite the Union. However, JTL does not recognise any Trade Union for bargaining purposes and does not pay membership dues or operate a check-off agreement.

Employees must not give industrial relations, legal or health and safety advice to apprentices, their families, employers, colleges and others. Why? Because if the advice is later found to be deficient, there is a possibility of personal liability against the individual employee and/or JTL.

JTL employees should only discuss matters that are clearly defined in the JIB National Working Rule Agreement (Handbook) – for example, wage rates, holidays and entitlements.

Should a solicitor or legal representative contact any JTL employee for information relating to JTL’s business, no discussion should be entered into and the query should immediately be referred to a Director.

JTL is required by law to have Employers’ Liability and Public Liability insurance coverage. This covers all JTL office locations including those where employees work from home. Any claim for financial loss made against JTL should immediately be referred via the appropriate manager to the Finance team.

Employees working from home must also ensure that their premises and its contents are adequately insured, as these are not covered under JTL’s policy.

All employees travelling on company business (excluding commuting) are covered for personal accident by JTL’s insurance. And, finally, JTL has Business Travel Insurance for employees travelling abroad on company business.

To discover more about how insurance matters affect you – including procedural matters relating to queries and claims – read the full details HERE

Given the complexities and potential risks involved, JTL will not sanction employees working from abroad without exceptional circumstances.

All requests to work from outside the UK must be formally made in advance, in writing, and the company will consider such requests on a case-by-case basis. Employees are urged to carefully review and understand the implications of working from a foreign country before making any formal requests.

Matters for consideration:

Taxation Implications: It is advised that employees seek personal tax advice before considering working abroad to understand potential financial implications. JTL will not pay for tax advice and will not payments outside its normal salary process.

Immigration and Right to Work: Employees are responsible for ensuring that they have the necessary visas or permissions to work from a foreign country.   JTL will not sponsor or obtain visas.

Data Protection: While JTL has complies with UK GDPR (General Data Protection Regulation) and data protection measures, employees are reminded that these do not apply in all countries. The nature of our work with learners and the information we hold mean that JTL are legally obliged to comply with UK legislation.  Work involving access to personal data – employee or learner will not be sanctioned.

Insurance: Employees working from abroad should be aware that their decision will affect company insurance policies.  JTL will not provide separate or additional cover.

Health and Safety: UK employers are obligated to ensure the safety and well-being of their employees. Working from abroad introduces unique challenges to this commitment.

Time Zones: It is important that colleagues and learners can communicate with each other within contractual working ours. Working from abroad introduces unique challenges to this commitment.

Good induction training does more than make new and newly promoted employees feel respected and valued. It provides essential information, establishes good communication and prepares you for the challenges ahead. Once you complete induction, Managers will establish and record your training needs using the employee self-service portal.

At JTL, our policy of employee development is driven by the needs of the business in line with the current strategic plan. To help you meet the demands of your current and future roles, the appraisal process will identify and prioritise your training needs.

Building on individual strengths and identifying individual development needs is vital to our success. Every six months, managers conduct reviews to assess the individual’s performance, establish how well they have progressed since their last appraisal, define possible changes in their role, and identify any training needs. The appraisal also influences any performance-related salary increases that might be due.

Salary rises should not be discussed at appraisal. Individual appraisals are recorded via the employee self-service portal and may be subject to review, moderation or comment by the Director.

JTL is keen to encourage the personal development of its employees and wishes to support those who wish to gain relevant professional qualifications. This includes paying tuition fees for appropriate work-related academic courses that are relevant to their current role and agreed career path within JTL. To learn how to apply and the responsibilities that come with company-funded professional development of this kind, read our full policy HERE

JTL will pay annual subscription or membership fees for any professional or other organisation if membership maintains the employee’s professional standing and is relevant to their role at JTL. Payments approved by their manager should be made direct to the supplier via invoice. Alternatively, employees can pay the membership and reclaim via expenses.

The Human Resources Department maintains all personnel files and data, which constitute the central and strictly confidential source of information on each employee’s conditions of employment, performance, career history and personal background. Employees have the right to view the contents of their personnel file and must also notify the Human Resources Department immediately and in writing of any changes to their personal or professional circumstances. Read more HERE

All employees are issued with a Job Description on appointment. These may be updated at appropriate intervals. All current Job Descriptions are available of the Company intranet.

Effective recruitment at JTL is not about the luck of the draw. Our policy is to recruit on merit and our recruitment process is based on fair and open competition. Quite simply, we will recruit the most suitable person without regard to any protected characteristics as defined by the Equality Act 2010. See HERE

JTL will make every effort to retain employees within the organisation. Where there is a strong business need, we may place an employee in a vacant position without advertising the post internally. This will only be undertaken in exceptional circumstances and, as far as operationally possible, only in order to:

• Provide ‘suitable alternative employment’ where an employee might otherwise have been made redundant; or
• Provide development opportunities to an employee being groomed for a management position.

If an employee’s role is dependent on them living in a particular area and they intend to move to a new home that will take them significantly out of the area, they must discuss their intentions with their Line Manager as soon as possible. If working arrangements cannot reasonably be adjusted to accommodate the move, the employee’s continued employment will be subject to review and could be terminated with notice.

As you would expect, if an employees is willing to move at the request of JTL from their current geographical area to a new area beyond reasonable daily travelling distance, we may reimburse the associated relocation costs. Read MORE.

For all JTL employees, income tax is dealt with through one office of the Inland Revenue. Any queries on income tax should be directed to:

Inland Revenue
Centre 1
Queensway House
East Kilbride
Glasgow
G79 1AA

Telephone number: 0845 0703703

Quote reference number: JTL Ref.961/9915803 and your personal National Insurance Number.

You are required at all times to take appropriate care of any JTL property you may have to use in the course of your work. This includes immediately reporting any loss or damage, following basic care guidelines when travelling, and returning all JTL property in a good condition when you leave our employment. Read more HERE.

All employees should ensure that, at the end of the working day, as far as is possible, their physical area of employment is secure (i.e. windows and cupboards closed, computers turned off and documents removed from desk tops).

The loss of or damage to property – personal or belonging to JTL – should be reported at once to your Line Manager. You are responsible for the safety of their personal property on the premises. In all cases, you must take basic precautions to reduce of theft.  Read MORE.

Any employee convicted of a criminal offence should immediately declare it to the Human Resources Manager. Failure to do so may adversely affect any subsequent review.  The employee will not automatically be dismissed or otherwise disciplined because they have been charged with or convicted of a criminal offence. However, JTL reserves the right to review the employee’s conduct and any implications it has for the conduct of the Company’s business, and disciplinary action may then be taken.

At JTL, we encourage all employees, customers and other business partners to report any concerns related to danger, fraud, illegal or unethical conduct in the workplace. Our whistleblowing policy is designed to make it easy for our employees to make disclosures without fear of retaliation. The policy clearly describes the aims of the whistleblowing, the kinds of behaviours it is designed to address, and the level of protection employees can expect. Read MORE.

The JTL Whistleblowing procedure has three formal stages: blowing the whistle followed by further investigation and the final outcome including any action taken. There are simple practical steps to take for each of these stages, and these are laid out clearly HERE.

Under the Employment Act 2008, a new ACAS Code of Practice on Disciplinary and Grievance Procedures (ACAS Code) was introduced to deal with grievance and procedure matters. You can see JTL’s detailed Discipline and Grievance Policy here.

At JTL, we wish to provide continuous employment to all employees and therefore make every effort to avoid redundancies. It must be accepted, however, that circumstances beyond the company’s control could result in a need for redundancies as a last resort. Our policy aims to make the process as transparent, thorough and fair as possible. Read more HERE.

In the event of the need to reduce headcount, JTL will explore a range of organisational ways to avoid redundancies – from reducing costs and the use of contract staff to redesigning jobs and reorganising work. If appropriate, JTL would ask for volunteers for redundancy before considering compulsory redundancies. This process will be supported by comprehensive consultation by the Directors. What all of this means in practice can be read in more detail HERE.

What criteria for the selection of employees will be used? How will they be agreed? Will they be fair and objective? These and other vital issues are covered in greater length HERE.

The employee’s contractual or statutory period of notice, whichever is the greater, will apply.

Redundancy pay will be calculated in accordance with the relevant statutory provisions, which are based on the employee’s age, length of continuous employment and the current statutory weekly rate.

Any employee who feels that the selection criteria were unfair or incorrectly applied, or who queries the genuineness of the redundancy situation, has the right of appeal. Discover more HERE

Any employee made redundant will be considered for other suitable jobs at JTL and will be given reasonable support and assistance by the company to look for such roles. In the absence of such jobs, paid time off will be given to the employee to look for alternative employment.

At JTL, we never take our people or their performance for granted. That’s why we believe in recognising colleagues who do great things beyond the scope of their everyday duties. It’s one of the things that makes us special as an organisation – and why we have created a special Employee Recognition Award scheme. For a guide to the award categories, the award process and the sums of money received by successful nominees, read HERE

JTL recognise that volunteering creates benefits for the community, the company, and the employee. That’s why we are pleased to support requests to take part in volunteering projects for up to 10 days in any one year.  Requests for volunteering leave need to be directed to your line manager, in writing, in the first instance and paid leave will only be granted where your absence will not have a detrimental impact on your team.  You may be required to provide evidence to support your request.

How well JTL communicates with the outside world is an important part of our brand. Enquiries from press, radio and television should be referred to the Communications team. All press, radio and TV releases also require prior approval, and employees who give unauthorised interviews to the press may be subject to disciplinary action.

Our Media policy offers guidance on what to do if you are invited to give an interview and explains the role of the Communications team in issuing, developing and/or approving any press, radio or television response. Read more HERE

The marketing team is responsible for coordinating all promotional advertising on behalf of JTL. Field staff can initiate local apprentice recruitment advertisements as the Regional Manager or Director gives prior approval, and the Head of Marketing and Communications signs of the final design and content. All recruitment advertisements must also be reviewed by Human Resources before being placed.

If an employee intends to publish a book, technical paper or article relating to the work of JTL, they must first submit the draft to the Chief Executive for approval. JTL also has many forms in place for the administration of JTL’s business. Those currently in use have been agreed and approved with outside agencies and the use of forms other than those officially provided is not allowed.