The force majeure policy covers all employees whilst in the employment of IPairc. Force majeure means that a critical, emergency event has taken place which by its nature it can not have been predicted or foreseeable.
Entitlement to force majeure leave is limited to circumstances where the immediate presence of the employee, at the place where the ill or injured person, is indispensable, that is urgent family reasons owing to the illness/injury of an immediate family member where the presence Of the employee with the ill/injured person is indispensable.
Employees are entitled to leave with pay from his / her place of work for urgent/emergency family reasons, owing to the injury Or illness Of any of the immediate family members listed below:
· A child Or adoptive child Of the employee
· The spouse of the employee or a person with whom the employee is living with as husband or wife
· A person to whom the employees is in loco parentis (acts as a parent to)
· A brother or sister of the employee
· A parent or grandparent of the employee
· Persons in a relationship of domestic dependency
During an absence on force majeure leave an employee is regarded as being in the employment of the IPairc, and retains all Of his or her employment rights.
An employee may not be absent on force majeure leave for more than three days in any twelve consecutive months, or five days in any thirty six consecutive months. Absence for part of a day is counted as one day of force majeure leave.
Procedure
As soon as reasonably practicable after his Or her return to work after an absence on force majeure leave, an employee must confirm to his or her employer that he or she has taken the leave. The relevant form must be completed and passed to the relevant manager and then to HR. IPairc reserves the right to seek appropriate evidence from employees for proof that a force majeure request is legitimate and/or not taken under false pretenses. Where this may be the case appropriate disciplinary action may be taken.
