# Whirl the World - Dependants Leave

This policy details the Company's responsibilities toward its employees and the arrangements relating to an employee in respect of unpaid time off to care for dependants.

## Scope

Dependants are defined as an employee’s husband, wife, parent, child, or any other family member who lives in the employee’s home but not tenants, lodgers or people employed by the employee. Partners and elderly relatives living with the family are included.

## Policy and Procedure

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Entitlement

Employees are entitled to take a reasonable amount of time off during working hours when it is necessary:

- To provide care when a dependant falls ill, gives birth or is injured

- To make arrangements to provide care for a dependant who is ill or injured

- When a dependant dies

- To deal with unexpected disruption or termination of arrangements for the care of a dependant

- To deal with an unexpected incident involving the child of the employee when the child’s school has responsibility for him/her.

This entitlement does not apply to domestic emergencies such as a water leak. There is no minimum period of employment with the company to qualify for time off to care for dependants.

Procedure

Time off to care for dependants is unpaid, including pension contributions.

The amount of time off must be reasonable for the circumstances, with an expectation of one or two days in most cases.

The employee must notify his/her manager of the reason for requiring time off, and its expected duration, as soon as practical, in advance if possible. Employees must complete the Dependants Care form and pass it to Human Resources or the local administrator after his/her manager has signed it.

Click this link to print the Dependants Care application form.

Disputes

The company expects that differences about refusing a request for leave or an unreasonable postponement can be resolved by discussion with their Manager and Human Resources. The Company does have a formal Grievance Procedure.