Policy Scope:

This policy affects all police officers and all members of police staff. Unless specified otherwise, the term ‘member of staff’ is used to refer to both police officers and police staff.

Policy Aims and Objectives:

All members of staff have a right to annual leave and public holiday leave. Individual entitlement is based on the pay band of the member of staff, length of service and any need to pro-rata on the basis of working hours, which vary from the standard working week. Leave entitlement for police officers is laid down in Police Regulations 2003 – Regulation 33, Annex O. For police staff, entitlement to annual leave is laid down in the Police Staff Terms and Conditions Handbook.

The annual leave year for South Yorkshire Police runs from 1 April to 31 March. Members of staff are encouraged to take their annual leave in periods spread across the annual leave year in order to get the full benefit of the rest and recuperation that such breaks offer.

All applications must be approved by line management before the period of absence commences and must be recorded in the appropriate duty system.

Associated Procedural Instructions:

This policy is supported by the following procedural instructions:

Annual Leave - Police Staff D50146

Annual Leave - Police Officers D50665

Senior Management Cover and Leave Periods D50967

Information regarding various types of special leave can be found in the Work Life Balance Arrangements D50920.

Human Rights/Discretion:

The purpose of providing policy is to give an indication to staff of the expected course of action. However it is not possible to cater for every possible combination of factors that would justify a departure from stated policy. The Human Rights Act 1998 requires the proper use of discretion at all times and nothing within this policy and associated procedural instructions prohibits the proper use of discretion in appropriate circumstances.

Where action is taken that has the potential to interfere with an individual’s Human Rights, the reasons behind the making of the decision to act in that way should be recorded on the appropriate forms, or where this is not practicable, in pocket books or policy logs.

Freedom of Information Act 2000

Exemptions do not apply to this statement of agreed policy under the Freedom of Information Act 2000.

Management of Police Information (MoPI)

This policy falls within MoPI: No

Audit Review Arrangements:

This policy together with its Diversity Impact Assessment will be reviewed every 3 years or upon any changes in Police Regulations or national terms and conditions.

Rights of redress for members of the public:

Anyone who feels that a member of staff has behaved incorrectly or unfairly, or who is dissatisfied with organisational matters, service delivery or other operational policing issues, has the right to make a complaint.

Initial action should be taken in one of the following ways:

• Complain in writing or in person to the Senior Officer at the appropriate police station or to the Chief Constable of the force concerned.
• Visit a local Citizens' Advice Bureau
• Contact a Solicitor

Rights of redress for South Yorkshire Police personnel:

South Yorkshire Police personnel who feel they have grounds for concern in relation to the implementation of policies may, as appropriate:

• Pursue concerns through their line manager.
• Contact a First Contact Advisor.
• Pursue a grievance formally through the South Yorkshire Police Fairness at Work Procedure.
• Seek advice from their staff association or trades union.
• Use the Policy for Handling Complaints relating to Direction and Control.