9. Your Place of Work.
9.1. Your employment with Architecture North Ltd embraces a "Work from Anywhere" policy, reflecting our commitment to flexibility and adaptability in the modern work environment.
9.2. This policy allows you the freedom to choose your workspace, whether it's at home, in a remote location, or elsewhere that suits your needs and facilitates efficient work.
9.3. The Company's Registered Address can be found by following this link: https://find-and-update.company-information.service.gov.uk/company/11475169
9.4. However, it's important to note that certain situations may necessitate your physical presence at specific locations. Your place of work, in such instances, may include:
9.4.1. Studio: While our "Work from Anywhere" policy provides autonomy, there may be times when attending our studio, located at our registered address, is vital. These instances will be communicated to you in advance, and your cooperation is expected.
9.4.2. Client's Correspondence or Project Site Address: As part of your role, you may be required to meet with clients at their premises. Your place of work extends to these locations when client meetings are scheduled.
9.4.3. Remote Location Meetings: Projects occasionally involve on-site visits, which could be in various locations. Your place of work may temporarily shift to these remote sites when project demands dictate.
9.4.4. In-Person Meetings: While digital communication is valuable, face-to-face interactions are sometimes essential. Your place of work extends to venues where important meetings or collaborations are scheduled.
9.4.5. Online Meetings: In the digital landscape, virtual meetings play a significant role. Your place of work includes participation in online meetings, webinars, or conferences when required.
9.5. By agreeing to this contract, you acknowledge and accept these conditions regarding your place of work. Our "Work from Anywhere" policy promotes flexibility, but your willingness to adapt to different work settings when necessary is a fundamental aspect of your contractual obligations.
9.6. We value your commitment to Architecture North Ltd and your dedication to delivering high-quality service to our clients.
9.7. Your ability to balance flexibility with responsibility is integral to our continued success.

12. Lateness/Absenteeism.

12.1. Punctuality and Time Recording
12.1.1. Your punctuality is of utmost importance to ensure efficient business operations.
12.1.2. You are required to arrive at work promptly at the specified time(s).
12.1.3. Additionally, strict adherence to any time recording procedures related to your work is mandatory.
12.2. Absence Notification
12.2.1. In the event of your absence from work, it is imperative to notify us as soon as you become aware of your inability to attend. The following procedures should be observed:
12.2.2. Upon realising the inability to attend work, you must contact us via a Phone Call, and it should be your top priority.
12.2.3. Text messages and emails are not considered acceptable methods of notification.
12.2.4. Whenever possible, you must provide an estimated return date. If this date changes, promptly inform us.
12.3. If your incapacity extends beyond seven days, you are required to provide weekly updates on your continued incapacity unless otherwise agreed.
12.4. All absences must align with the sickness reporting procedures outlined in this document.
12.5. Please be aware that lateness or absence without appropriate notification may result in disciplinary action and/or a reduction in your payment entitlements.
12.6. Maintaining effective communication during periods of incapacity is vital to ensuring a smooth workflow.
12.7. We value your commitment to your responsibilities, and your cooperation with these policies is crucial to maintaining the integrity of our workforce and business operations.

13. Sickness Reporting Procedure.
13.1. If you are unable to attend work due to sickness or incapacity, you must adhere to the following notification procedures:
13.2. As soon as you are aware of your inability to attend work, contact your line manager or supervisor.
13.3. This should be done at the earliest opportunity on the first day of your absence.
13.4. During your sickness-related absence, you should provide the following information to your line manager or supervisor:
13.5. Nature of Your Illness: Briefly describe the nature of your illness or incapacity.
13.5.1. Expected Return Date: Whenever possible, indicate your anticipated return date. If this date changes, promptly inform your line manager or supervisor of the revised date.
13.6. If your incapacity extends beyond seven days, you are required to provide weekly updates on your continued incapacity unless otherwise agreed with your line manager or supervisor.
13.7. When applicable, you should provide medical certificates or fit notes from a medical practitioner as evidence of your incapacity. These certificates should cover the entire period of your absence.
13.8. Once you have informed us of your anticipated return to work date, we will schedule a return-to-work interview with your line manager or supervisor.
13.9. This interview aims to discuss your absence, address any concerns, and provide support for your return to work.
13.10. Adherence to these sickness reporting procedures is essential to maintaining effective communication during periods of incapacity.
13.11. Failure to comply with these procedures may result in disciplinary action and/or a reduction in your payment entitlements.

14. Sick Leave, Pay & Conditions.
14.1. Subject to meeting the qualifying conditions, you will be entitled to receive statutory sick pay (SSP) during periods of sickness or injury-related absence.
14.2. Submission of a medical certificate or a sickness self-certification absence form, while providing a reason for your absence, may not always be considered sufficient justification. It is important to note that sickness-related absence is just one of several reasons for being absent from work.
14.3. We require all employees to provide a fit note before statutory sick pay will be granted.
14.3. All employee’s must obtain a fit note if they have been absent due to sickness for more than 7 calendar days.
14.4. Continual or frequent sickness-related absences may not be deemed acceptable.
14.5. When evaluating the acceptability of your absence, we will consider the reasons and frequency of all your absences, including those related to sickness or injury.
14.6. Excessive absence, regardless of the cause, can impact our operational efficiency.
14.7. We take a serious view of any form of sickness or injury leave that is not genuine. Engaging in activities during a sickness absence that are inconsistent with your claimed incapacity may also result in disciplinary action.
14.8. If deemed necessary, we may request your permission to contact your doctor and/or arrange for an independent medical examination by our Occupational Health Specialists, Health Assured Limited.
14.9. Ensuring the effective management of sickness and injury-related absences is essential to maintaining our operational efficiency and the well-being of our team.

18. Travel & Expenses.
18.1. Travel and Expenses Policy outlines the guidelines and procedures for employees seeking reimbursement of travel-related expenses incurred during business activities on behalf of Architecture North Ltd (hereafter referred to as "the Company").
18.2. The policy aims to ensure that all expense claims are reasonable, justifiable, and compliant with company standards.
18.3. All employees of the Company who are required to travel as part of their job responsibilities are eligible to claim travel expenses.
18.4. Expense Claims
18.4.1. Mileage claims are accepted for travel related to business activities, such as meetings, client visits, and project site visits.
18.4.2. Mileage claims will only be reimbursed for distances exceeding the mileage from the employee's registered home address to the Company's primary business location (hereafter referred to as “Registered Company Address”).
18.4.3. Mileage claims will not be paid for distances equal to or less than the mileage from the employee's registered home address to the Company Address.
18.4.4. Mileage claims must be supported by clear documentation, including starting and ending locations, dates, and mileage readings.
18.5. Other Travel Expenses
18.5.1. In addition to mileage, employees may claim reasonable expenses for items such as public transportation, parking, tolls, and meals incurred during authorised business travel.
18.5.2. All expense claims must be supported by original receipts, clearly indicating the nature of the expense, date, and amount.
18.5.3. Excessive or unnecessary expenses may be subject to review and approval by the Company's management.
18.6. Submission of Expense Claims
18.6.1. Expense claims must be submitted within 7 days from the date of incurring the expense.
18.6.2. Expense claims should be submitted through: www.architecturenorth.co.uk/employees-area/expenses/document-upload
18.6.3. Claims submitted after the specified timeframe may not be eligible for reimbursement.
18.7. Approval Process
18.7.1. Expense claims will be reviewed and approved by the employee's immediate supervisor.
18.7.2. Approved claims will be processed for reimbursement through the Company's payroll or accounting department.
18.7.3. Any discrepancies or concerns regarding expense claims will be addressed by the appropriate department or management.
18.8. Non-Reimbursable Expenses:
18.8.1. The Company will not reimburse expenses that are personal in nature, including but not limited to fines, personal entertainment, and non-business-related purchases.
18.8.2. Expenses that are not adequately documented with original receipts will not be reimbursed.
18.9. Unauthorised Expenses
18.9.1. The Company is not liable for any unauthorised expenses that have not been previously approved.
18.10. Error Correction
18.10.1. The Company is not liable for travel and expenses incurred due to errors in an employee's work.
18.10.2. If an employee needs to revisit a project to rectify an error, this cost will not be recoverable from the Company's travel and expenses claim.
18.11. All expense claims must adhere to this policy.
18.12. Employees are expected to exercise good judgment and integrity when submitting expense claims.
18.13. Violations of this policy may result in disciplinary actions in accordance with company guidelines.
18.14. This Travel and Expenses Policy may be reviewed periodically and updated as necessary. Any changes will be communicated to all employees.
18.15. This Contract shall remain in effect for the duration of the Employee's employment with the company.

19. Training & Development.
19.1. At Architecture North Ltd, we firmly believe that the key to our success lies in the continuous growth and development of our team members. Our commitment to Training and Development goes beyond mere words; it's an integral part of our organisational culture.
19.2. CPDs - Continual Professional Development: We understand that staying at the forefront of the architectural field requires a commitment to learning. Our CPD program ensures that every team member has access to the latest industry knowledge and trends. Regular seminars, workshops, and training sessions are just the beginning. We encourage our employees to actively engage in ongoing education, providing resources and support to help them excel in their careers.
19.3. Educational Development Opportunities: We don't just provide the tools for growth; we create an environment where personal and professional development thrive. Our team members are encouraged to pursue further education, whether it's advanced degrees or specialised certifications. We offer financial assistance and flexible schedules to accommodate their educational goals.
19.4. Company Lunch and Learn: Learning should be enjoyable, which is why we host "Lunch and Learn" sessions. These informal gatherings provide a relaxed atmosphere for team members to share insights, discoveries, and knowledge with colleagues over a delicious meal. It's an excellent opportunity to foster camaraderie while expanding our collective knowledge base.
19.5. Mentorship and Guidance: Our commitment to training and development extends to mentorship. Experienced team members actively guide and support newcomers, helping them navigate the complexities of the architectural field. We believe that sharing experiences and knowledge is a cornerstone of our growth.
19.6. Innovative Technology and Tools: We invest in cutting-edge technology and software to ensure our team stays ahead of the curve. We provide hands-on training and resources to help our employees leverage these tools effectively.
19.7. PDER - Professional Development Employment Records: We maintain comprehensive Professional Development Employment Records for all team members. These records serve as a roadmap of your growth within our organisation, highlighting achievements, certifications, and areas for development. Regular reviews of these records allow us to tailor our training programs to your unique career goals.
19.8. 1-to-1s: Our commitment to your growth extends to regular one-on-one meetings between team members and supervisors. These sessions provide a dedicated space for discussing your progress, addressing challenges, and setting clear development goals. They are a crucial part of our approach to personalised career development.
19.9. A Culture of Excellence: Our dedication to Training and Development isn't just about skills; it's about fostering a culture of excellence. We encourage innovation, creativity, and the pursuit of architectural brilliance.

22. Company Dress Code.
22.1 At Architecture North Ltd, we value professionalism, client relationships, and safety.
22.2. This Dress Code Policy provides guidelines for our employees regarding appropriate attire when conducting company business.
22.3. We understand that our employees work from various locations, including remote and office settings, and therefore, our dress code reflects these diverse environments.
22.4. Architecture North Ltd operates with a casual dress code in most work settings.
22.5. However, we emphasise that employees should use their discretion and dress appropriately for the nature of their work tasks and any scheduled meetings or interactions.
22.6. This flexibility allows employees to choose attire that suits their work activities while maintaining professionalism.
22.7. While we have a casual dress code for everyday work, there may be occasions where employees are required to dress formally.
22.7.1. This requirement typically applies to:
(a). Client Meetings
(b). Stakeholder Meetings
(c). Contract Negotiations
(d). Formal Presentations
(e). Special events
22.7.2. Employees must ensure they are appropriately dressed in business or formal attire during such occasions.
22.8. In situations where employees are required to visit construction sites or any location where personal safety is a concern, the use of Personal Protective Equipment (PPE) is mandatory.
22.9. PPE includes but is not limited to hard hats, high-visibility vests, steel-toed boots, safety glasses, and hearing protection.
22.10. The specific PPE required will be communicated before the site visit.
22.11. For remote work and virtual meetings, employees are encouraged to maintain a neat and professional appearance suitable for video conferences.
22.12. Employees are expected to present themselves in a manner that reflects positively on the company.
We respect individual expression and diversity.
22.13. Employees are encouraged to express their personal style and cultural preferences within the bounds of professionalism and appropriate attire for the situation.
22.14. Tattoos, piercings, and hairstyles are not subject to company restrictions unless they interfere with the safety or professionalism of the job.
22.15. Our Dress Code Policy is designed to promote professionalism, safety, and comfort for all employees while acknowledging the diversity of our work settings. Employees are expected to exercise good judgment when choosing their attire, considering the nature of their tasks, meetings, and the company's values.
22.16. If employees have any questions or concerns about appropriate attire, they are encouraged to consult with their supervisors or the Human Resources department for guidance.
22.17. This policy is subject to periodic review and updates to ensure it remains relevant to our evolving work environment and industry standards.

23. Company Property.
23.1. This Contract for Company Property ("Contract") outlines the terms and conditions governing the use, care, and responsibility of company property by the employee.
23.2. The employee, hereafter referred to as "Employee," acknowledges and agrees to abide by the guidelines set forth in this Contract.
23.3. Company Property includes but is not limited to:
(a). Laptops
(b). Mobile Phones
(c). Tablet
(d). iPads
(e). Vehicles
(f). Office Equipment
(g). Tools
(h). Uniforms or Attire
(j). Keys, access cards, and security codes
(k). Any other property provided by the company
23.4. The Employee shall use company property responsibly and solely for business-related purposes.
23.5. Any damage, loss, or theft of company property must be reported to the relevant supervisor or manager immediately.
23.6. The Employee is responsible for safeguarding company property from unauthorised access or use.
23.7. The Employee shall not alter or modify company property without prior written consent from the company.
23.8. The Employee must return all company property upon termination of employment or upon the company's request.
23.9. Use of Vehicles
23.9.1. If the Employee is provided with a company vehicle: The Employee must maintain a valid driver's license.
23.9.2. The Employee shall comply with all applicable traffic laws and regulations.
23.9.3. The Employee shall be responsible for any fines, penalties, or damages resulting from their use of the company vehicle.
23.10. The Employee is responsible for any loss, damage, or theft of company property due to negligence or wilful misconduct.
23.11. The company may deduct the cost of repair or replacement from the Employee's wages or pursue legal action if necessary.
23.12. Upon termination of employment or as requested by the company, the Employee must return all company property, including keys, access cards, and any confidential information.
23.13. Failure to return company property in a timely manner may result in legal action and financial liability for the Employee. In such cases, the Employee will receive an invoice the next working day for any outstanding items not returned to the company. The invoice will be due upon receipt, in accordance with our company's invoicing terms.
23.14. The Employee shall maintain the confidentiality of any information stored or accessed through company property.
23.15. Unauthorised disclosure or use of confidential information may lead to disciplinary action.
23.16. The Employee shall comply with all company policies and procedures related to the use and care of company property.
23.17. Non-compliance may result in disciplinary action, up to and including termination of employment.

25. Annual Leave Request Policy.
25.1. At Architecture North Ltd, we value the work-life balance of our employees and understand the importance of taking annual leave.
25.2. This policy outlines the procedure for requesting and approving annual leave to ensure a fair and organised approach to managing time off.
25.3. This policy applies to all full-time and part-time employees of Architecture North Ltd.
25.4. All employees are eligible to request annual leave after completing their probationary period, as specified in their employment contract.
25.5. Each employee's annual leave entitlement is specified in their employment contract and is based on years of service and job role.
25.6. The annual leave year runs from January 1st to December 31st each year.
25.7. Unused annual leave does not carry over to the next year unless specified in the employment contract or approved by management.
25.8. Employees must request annual leave using the Architecture North Ltd Leave Request Form: https://www.architecturenorth.co.uk/employees-area/leave-request
25.9. Leave requests should be submitted at least one month in advance for holidays exceeding one week. For single-day holidays, a notice period of two weeks is required.
25.10. Requests for consecutive working weeks exceeding two weeks will typically not be approved.
25.11. Annual leave requests will be reviewed by the employee's immediate supervisor or manager.
25.12. Managers will ensure that leave requests do not conflict with departmental needs and that adequate coverage is maintained.
25.13. Managers aim to respond to leave requests within five business days of receiving them.
25.14. Upon approval, employees will receive written confirmation of the dates and duration of their annual leave.
25.15. In cases of denial, employees will be provided with a reason for the decision.
25.16. If there is a need to change the dates or duration of approved leave, employees should notify their manager as soon as possible.
25.17. Changes will be considered based on operational requirements.
25.19. Architecture North Ltd will maintain records of all annual leave requests and approvals.
25.19. All employees are expected to return to work promptly on the specified date of their return from annual leave.
25.20. Managers will ensure a smooth transition back to work for returning employees.
25.21. Failure to follow this annual leave request procedure may result in delays or denial of leave requests.
25.22. Repeated non-compliance may lead to disciplinary action.
25.23. All annual leave requests and related communications will be treated with confidentiality.

26. Public & Bank Holidays.
26.1. This policy outlines the approach of Architecture North Ltd (hereafter referred to as "the Company") regarding public and bank holidays in the United Kingdom.
26.2. The public/bank holidays each year are:
(a). New Year’s Day
(b). Good Friday
(c). Easter Monday
(d). The First Monday in May
(e). The Last Monday in May
(f). The Last Monday in August
(g). Christmas Day
(h). Boxing Day
26.3. The policy covers eligibility for paid time off on public/bank holidays, the procedure for requesting holiday leave, and the treatment of public/bank holidays that fall on non-working days.
26.4. All full-time and part-time employees of the Company, are eligible for paid time off on recognised UK public and bank holidays if the employee submits a leave request.
26.5. Eligibility for public/bank holidays is subject to the terms and conditions of individual employment contracts and relevant legal regulations.
26.6. Employees are required to submit requests for public/bank holiday leave through Architecture North Ltd Leave Request Form: https://www.architecturenorth.co.uk/employees-area/leave-request
26.7. Requests should be submitted inline with the annual leave request notice period.
26.8. The Company will consider all requests on a case-by-case basis, balancing the needs of the business with employee preferences.
26.9. If a recognised public/bank holiday falls on a day when an employee does not typically work (e.g., weekends or other non-working days), the Company may, at its discretion, designate an alternative day off or offer additional paid leave in lieu.
26.10. The specific arrangements for public/bank holidays on non-working days will be communicated to employees in advance.
26.11. Temporary and contract employees are not entitled to paid time off on recognised public/bank holidays.

27. Payment in Lieu of Notice.
27.1. This policy outlines the contractual provision that allows Architecture North Ltd and its employees to provide compensation in lieu of serving the full notice period. This provision offers flexibility in managing employment transitions while adhering to the terms of the employment contract.
27.2. The employer, Architecture North Ltd, reserves the contractual right to provide payment in lieu of all or any part of the notice period stipulated in the employment contract.
27.3. This means that, at their discretion, the employer may choose to compensate the employee for the equivalent amount they would have received had they served the entire notice period.
27.4. Employees have the contractual right to request payment in lieu of notice for all or part of their notice period.
27.5. This request should be made in writing and addressed to the Human Resources department.
27.6. Payment in lieu of notice will only be initiated with the mutual agreement of both the employer and the employee.
27.7. The terms and conditions of the payment, including the amount and method of calculation, will be specified in writing and documented as part of the separation agreement.
27.8. The amount of payment in lieu will be determined based on the remaining notice period to be served, as specified in the employment contract, and the agreed- upon terms.
27.9. It is important to note that payments made in lieu of notice may be subject to applicable taxation and deductions, as per prevailing tax laws and regulations. Both the employer and the employee are responsible for fulfilling their respective tax obligations associated with such payments.
27.10. The contractual right to payment in lieu of notice serves as a valuable tool in facilitating smooth employment transitions.
27.11. Both employers and employees should consider the implications and terms of such payments carefully.
27.12. In the event of any questions or concerns regarding this policy or the payment in lieu of notice process, employees are encouraged to reach out to the Human Resources department for guidance and clarification.

28. Time Tracking & Performance Policy.
28.1. At Architecture North Ltd, we are committed to achieving excellence in our work processes, which includes delivering projects on time and maintaining high standards of performance.
28.2. To uphold these values, we have implemented a Time Tracking and Performance Policy to monitor and enhance our employees' efficiency and productivity.
28.3. This policy applies to all employees at Architecture North Ltd.
28.4. Employees are required to provide estimated completion times for assigned tasks as requested by their supervisors.
28.5. Employees must maintain daily timesheets to record the actual time spent on each task. Timesheets should be accurate and submitted promptly.
28.6. The company will closely monitor timesheets to track the duration of tasks and identify any discrepancies between estimated and actual completion times.
28.7. When a task takes longer than the estimated time, the company will inquire about the reasons behind the deviation and seek explanations from the employee.
28.8. We encourage employees to communicate openly about challenges they encounter. Constructive feedback and suggestions for improvement are welcomed and will be considered to enhance performance.
28.9. If an employee consistently deviates from estimated completion times without satisfactory explanations or improvements, the company may initiate the capacity procedure.
28.10. The capacity procedure aims to address performance-related issues and explore opportunities for improvement.
28.11. Depending on the outcome of the capacity procedure, further actions may be taken in accordance with our company policies, which may include coaching, additional training, or, in extreme cases, termination of employment.
28.12. We encourage open communication between employees and their supervisors to address concerns, seek assistance, and collaboratively find solutions to performance-related challenges.
28.13. At Architecture North Ltd, we believe that effective time tracking and performance monitoring are essential components of our commitment to delivering high-quality work and meeting project deadlines.
28.14. We value the contributions of our employees and are dedicated to supporting their professional growth and development.

29. Capability Procedure.
29.1. At Architecture North Ltd, we are committed to helping our employees reach their full potential and perform their roles effectively.
29.2. However, there may be instances where an employee's performance falls below the expected standard.
29.3. In such cases, our Capability Procedures aim to provide support, guidance, and a structured process to help employees improve their performance.
29.4. These procedures apply to all employees of Architecture North Ltd and cover situations where an employee's capability to perform their role is a concern.
29.5. We believe in offering support and guidance to employees facing performance challenges. This includes providing training, coaching, and resources to help employees enhance their skills and capabilities.
29.6. We will handle capability issues fairly and consistently, ensuring that all employees are treated equitably.
29.7. We will maintain strict confidentiality throughout the capability process, sharing information only with those who have a legitimate need to know.
29.8. If a line manager identifies performance concerns, they will initiate an informal discussion with the employee.
29.8.1. This discussion aims to:
(a) Identify the specific performance issues.
(b) Understand any underlying factors contributing to the problem. Discuss potential solutions and support.
29.9. If the informal discussion does not lead to significant improvements, or if the performance issue is severe, a Performance Improvement Plan (PIP) may be developed.
29.9.1. The PIP will include.
(a) Clear and measurable performance objectives.
(b) A timeline for improvement.
(c) Support and resources provided to the employee.
(d) Regular review meetings to assess progress.
29.9.2. The employee will have the opportunity to discuss any challenges faced, and adjustments to the plan may be made as necessary.
29.9.3. If the employee's performance does not meet the required standard by the end of the PIP period, or if there is no significant improvement, the matter may be escalated to the formal capability process.
29.10. Formal Capability Process
29.10.1. The formal capability process involves.
(a) Notifying the employee in writing of the formal capability process.
(b) Conducting an investigation into the performance concerns.
(c) Arranging a formal capability meeting to discuss the issues and allow the employee to provide their perspective.
(d) Providing the employee with the opportunity to be accompanied by a colleague or union representative.
29.10.2. Reaching a decision on further action, which may include additional training, extended PIP, or other measures.
29.10.3. Informing the employee of the outcome and any actions required.
29.11. If the employee disagrees with the outcome of the formal capability process, they have the right to appeal the decision. The appeal process will be outlined in the outcome letter.
29.12. Following any intervention, we will continue to monitor the employee's performance and provide necessary support to help them meet the required standard. Regular check-ins and reviews will take place to ensure sustained improvement.
29.13. Our Capability Procedures are designed to be fair, supportive, and focused on helping employees reach their full potential. We encourage open communication, cooperation, and a commitment to continuous improvement.
29.14. We believe that by working together, we can overcome performance challenges and achieve success.

30. Capability Appeal Procedure.
30.1. At Architecture North Ltd, we are committed to providing our employees with a fair and transparent process for addressing capability concerns.
30.2. These Capability Appeal Procedures are in place to allow employees to appeal decisions related to their capability and to ensure that their concerns are heard and considered.
30.3. These procedures apply to all employees of Architecture North Ltd who have been subject to capability assessments or related decisions.
30.4. We will conduct capability appeal proceedings with fairness, transparency, and impartiality.
30.5. Capability appeals will be addressed promptly, with due consideration to all parties involved.
30.6. We will strive for consistency in our approach to capability appeals, taking into account the specific circumstances of each case.
30.7. If an employee wishes to appeal a capability-related decision, they must submit a written appeal request to the HR department within 5 working days of receiving the decision.
30.8. The appeal request should include:
(a). Details of the decision being appealed.
(b). Grounds for the appeal.
(c). Any supporting evidence or documentation.
30.9. An Appeal Review Panel will be convened to consider the appeal.
30.10. The panel may consist of HR representatives, managers, and relevant experts as needed. No member of the panel should have been directly involved in the original capability decision.
30.11. The employee will be invited to attend an appeal meeting with the Appeal Review Panel.
30.12. The employee may be accompanied by a colleague or union representative.

31. Disciplinary Procedure.
31.1. At Architecture North Ltd, we are committed to maintaining a positive working environment and promoting responsible conduct among our employees. Our Disciplinary Procedures are in place to address and resolve any misconduct or breaches of company policies in a fair and consistent manner.
31.2. These procedures apply to all employees of Architecture North Ltd and cover various disciplinary issues, including but not limited to, misconduct, policy violations, and breaches of conduct.
31.3. We will conduct disciplinary proceedings with fairness, transparency, and impartiality.
31.4. Disciplinary matters will be addressed promptly, with due consideration to all parties involved.
31.5. We will strive for consistency in our approach to discipline, taking into account the specific circumstances of each case.
31.6. When a disciplinary matter arises, a thorough investigation will be conducted.
31.7. The investigation will:
(a). Gather all relevant facts and evidence.
(b). Interview the employee involved and any witnesses.
(c). Document findings and prepare a report.
31.8. Following the investigation, we will proceed with disciplinary action, a disciplinary meeting will be arranged.
31.9. The employee will receive written notice of the meeting, including details of the alleged misconduct and the potential consequences.
31.10. The employee will have the opportunity to present their side of the story. They may be accompanied by a colleague or union representative.
31.10.1. The meeting will be chaired by a manager or HR representative.
31.10.2. The employee will be informed of the possible outcomes.
31.11. Following the disciplinary meeting, a decision will be reached based on the evidence and the employee's response.
31.12. Possible outcomes may include:
(a) No further action.
(b) A written warning.
(c) A final written warning.
(d) Suspension with or without pay.
(e) Termination of employment.
31.13. If the employee disagrees with the disciplinary decision, they have the right to appeal. The appeal process will be outlined in the decision letter.
31.14. If a written warning or suspension is issued, the employee's conduct will be closely monitored. Additional support or training may be provided to help the employee improve their conduct.
31.15. In cases where termination of employment is deemed necessary, the employee will receive written notice of termination and details of the final pay and any benefits they are entitled to.
31.16. Our Disciplinary Procedures are designed to maintain a fair and respectful workplace. We believe in the importance of addressing misconduct promptly and fairly while providing employees with an opportunity to learn from their mistakes and improve their conduct.
31.17. By adhering to these procedures, we aim to promote a harmonious working environment for all.

32. Disciplinary Appeal Procedure.
32.1. At Architecture North Ltd, we are committed to maintaining a fair and consistent approach to disciplinary matters.
32.2. Our Disciplinary Appeal Procedures are designed to provide employees with a formal process to appeal disciplinary decisions they believe to be unfair or disproportionate.
32.3. These procedures apply to all employees of Architecture North Ltd who wish to appeal a disciplinary decision made against them.
32.4. We will conduct disciplinary appeal proceedings with fairness, impartiality, and transparency.
33.5. Disciplinary appeals will be addressed promptly, taking into account the complexities of each case.
33.6. We will strive to ensure that disciplinary appeal outcomes are consistent and aligned with our disciplinary policy.
33.7. An employee wishing to appeal a disciplinary decision must submit a written appeal request to the HR department within 5 working days of receiving the decision.
33.8. The appeal request should include:
(a) Details of the disciplinary decision being appealed.
(b) Grounds for the appeal.
(c) Any supporting evidence or documentation.
33.9. An Appeal Review Panel will be convened to consider the appeal.
33.10. The panel may consist of HR representatives, managers, and relevant experts as necessary.
33.11. No member of the panel should have been directly involved in the original disciplinary decision.
33.12. The employee appealing the decision will be invited to attend an appeal meeting with the Appeal Review Panel.
33.13. The employee may be accompanied by a colleague or union representative.
33.14. The employee will present their case and provide any additional evidence.
(a) The Appeal Review Panel may ask questions and seek clarification.
33.15. A representative from HR will be present to record the proceedings.
33.16. Following the appeal meeting, the Appeal Review Panel will deliberate and make a decision.
33.17. Possible outcomes include:
33.17.1. Upholding the original disciplinary decision.
33.17.2. Overturning the original disciplinary decision.
33.17.3. Modifying the original disciplinary decision.
33.18. The employee will receive a written notification of the appeal decision, along with the rationale for the decision. This notification will be sent within 10 working days of the appeal meeting.
33.19. If the employee remains dissatisfied with the outcome of the appeal, they may have the right to escalate the matter further, following the relevant policies or statutory procedures.
33.20. The decision reached through the disciplinary appeal process will be implemented promptly.
33.21. If the appeal results in a modification of the original disciplinary decision, necessary actions will be taken accordingly.
33.22. Our Disciplinary Appeal Procedures aim to provide employees with a formal avenue to challenge disciplinary decisions they consider unfair or disproportionate.
33.23. We are committed to conducting disciplinary appeals fairly and ensuring that employees have the opportunity to present their case and seek resolution through the appeal process.

34. Personal Life & Work Policy
34.1. At Architecture North Ltd, we are committed to maintaining a productive, efficient, and respectful work environment.
34.2. To achieve this, we recognise the importance of balancing personal life with work responsibilities. This policy is designed to ensure that personal matters do not unduly interfere with work duties and vice versa.
34.3. It promotes a healthy work-life balance while upholding the company's productivity and professionalism standards.
34.4. We understand that personal challenges may arise, but employees are expected to manage these in a way that does not significantly impact their work performance.
34.5. While we encourage open communication and empathy, we also expect employees to take necessary steps to ensure their personal matters do not unduly disrupt their professional responsibilities.
34.6. Employees are expected to maintain a high level of professionalism, even when dealing with personal challenges.
34.7. Disruptive or unprofessional behaviour stemming from personal issues may be subject to corrective actions.
34.8. If personal issues are affecting work performance, employees should promptly inform their supervisor or HR.
34.9. We value open and honest communication and are here to provide support and potential solutions.
34.10. We respect the personal privacy of our employees.
34.11. Any information shared in confidence related to personal matters will be treated with the utmost discretion.
34.12. If personal issues begin to significantly affect an employee's work performance, Architecture North Ltd is committed to addressing the matter in a fair and constructive manner.
34.13. Our goal is to provide support and solutions that allow employees to fulfil their work responsibilities effectively while navigating personal challenges.
34.14. Employees are encouraged to report concerns or challenges related to personal matters affecting their work without fear of retaliation.
34.15. Architecture North Ltd is dedicated to addressing these concerns professionally and confidentially.

35. Reference Policy
35.1 At Architecture North Ltd, we understand the importance of providing references for our former employees.
35.2. However, we also recognise the need to balance confidentiality and fairness in the reference process.
35.3. Therefore, we have established the following guidelines regarding references for former employees:
35.3.1. Architecture North Ltd will provide references for former employees upon request.
35.3.2. For employees who have worked for Architecture North Ltd for less than 6 months, references will be limited to basic employment verification and confirmation of job title and dates of employment.
35.3.3. For employees who have worked for Architecture North Ltd for over 6 months, we will disclose specific details regarding job performance, skills, and other relevant information.
35.3.3.All references provided by Architecture North Ltd will be conducted in accordance with applicable laws and regulations, including data protection and privacy laws.
35.4. Former employees who require a reference from Architecture North Ltd should submit their request in writing to the Human Resources department.
35.5. Requests should include the employee's full name, job title, dates of employment, and the name and contact information of the party requesting the reference.
35.6. Human Resources will verify the authenticity of the request and provide the reference within a reasonable timeframe.
35.7. Architecture North Ltd will ensure that all reference requests and responses comply with applicable laws and regulations, including data protection and privacy laws.

36. Grievance Procedure.
36.1. At Architecture North Ltd, we are committed to maintaining a positive and supportive working environment for all our employees.
36.2. We recognise that from time to time, issues or concerns may arise that employees wish to address formally.
36.3. Our Grievance Procedure is designed to provide a structured process for employees to raise and resolve workplace grievances.
36.4. These procedures apply to all employees of Architecture North Ltd who wish to raise a grievance related to their employment.
36.5. We will handle all grievances with the utmost confidentiality, disclosing information only on a need-to-know basis.
36.6. Grievances will be investigated impartially by individuals who were not directly involved in the issue.
36.7. We will strive to address grievances promptly, taking into account the complexities of each case.
36.8. We encourage employees to try to resolve issues informally before raising a formal grievance.
36.9. This can be done by discussing the concern with a line manager, HR representative, or relevant colleague. Many issues can be resolved through open communication and mutual understanding.
36.10. If an issue cannot be resolved informally or if the employee prefers to proceed formally, they should submit a written grievance to the HR department.
36.11. The grievance should include:
(a) A clear description of the grievance, including relevant dates.
(b) Details of any individuals involved.
(c) Any supporting evidence or documentation.
36.12. An HR representative will arrange a grievance meeting with the employee to discuss the concerns.
36.13. The employee will present their case and provide any additional evidence.
(a) The HR representative may ask questions and seek clarification.
36.13. A representative from HR will be present to record the proceedings.
36.14. Following the grievance meeting, the HR department will conduct a thorough investigation into the concerns raised. This may involve speaking with witnesses, reviewing relevant documents, and gathering information.
36.15. The HR department will communicate the outcome of the grievance investigation to the employee in writing.
36.17. Possible outcomes include:
(a) Upholding the grievance and implementing corrective actions.
(b) Dismissing the grievance with a rationale.
36.18. If the employee remains dissatisfied with the outcome of the grievance, they may have the right to escalate the matter further, following the relevant policies or statutory procedures.
36.19. The decision reached through the grievance process will be implemented promptly. If the grievance results in corrective actions, these actions will be taken accordingly.
36.20. Our Grievance Procedure aims to provide employees with a formal process to raise and resolve workplace grievances.
36.21. We are committed to addressing grievances promptly, impartially, and confidentially, ensuring that employees have a mechanism to seek resolution and maintain a positive working environment.

37. Shortage of Work.
37.1. In recognition of the dynamic nature of our business environment, we want to ensure that you are well-informed about the measures we may take in the rare event of a shortage of work or when circumstances beyond our control prevent us from providing you with your usual tasks.
37.2. Your understanding and cooperation during such times are greatly appreciated.
37.3. Short-Time Working
37.3.1. If the Company faces a temporary reduction in work volume, we may implement short-time working.
37.3.2. During this period, you will be compensated for the hours you work, ensuring that you continue to receive fair remuneration for your efforts.
37.3.3.We recognise the value of your skills and commitment even during these challenging periods.
37.4. Layoff Period
37.4.1. In situations where the Company is unable to offer you work due to specific circumstances, we may place you on a temporary layoff.
37.4.2. During this time, your compensation will be based on the statutory guarantee pay provisions applicable at that time.
37.4.3. Please rest assured that this measure is taken as a last resort, and we are committed to supporting you as we navigate through these challenges together.
37.5. Furlough or Similar Designation
37.5.1. The Company may designate you as a furloughed (or similar) worker in accordance with any Government furlough scheme or similar initiatives in place at the time.
37.5.2. This designation may involve a temporary reduction in your working hours or, if necessary, a cessation of your work for the Company.
37.5.3. In such cases, we will adjust your hours, salary, and benefits as needed to align with the evolving needs of the business.
37.5.4. This ensures that we can maximise the reimbursement of salary and benefits under the government scheme, contributing to the stability of our workforce during uncertain times.
37.6. Please understand that the implementation of these measures is subject to external circumstances and is always carried out with careful consideration of your well- being and the Company's sustainability.
37.7. The entirety of this section titled "Shortage of Work" is a vital component of your contractual terms and conditions, serving as a framework to address temporary challenges as efficiently and fairly as possible.
37.8. We value your dedication and flexibility in contributing to our shared success.

38. Health & Safety in the Workplace.
38.1. We are committed to providing a safe and healthy working environment for all employees, contractors, visitors, and anyone else who may be affected by our operations.
38.2. The health, safety, and well-being of our workforce are paramount, and we strive to achieve the highest standards of health and safety in all our activities.
38.3. We are dedicated to complying with all applicable health and safety laws, regulations, and standards. Our operations will always meet or exceed these requirements.
38.4. Health and safety are the responsibility of every individual within the organisation. Senior management, managers, and supervisors will lead by example and provide the necessary resources to ensure a safe workplace.
38.5. We will identify, assess, and control risks associated with our operations. This includes regular reviews of procedures, equipment, and processes to minimise hazards.
38.6. Employees will receive appropriate training and guidance to carry out their work safely. We will assess and maintain the competence of our workforce to ensure they are equipped to perform their duties safely.
38.7. Open and transparent communication on health and safety matters is encouraged. Employees are encouraged to report any concerns or incidents promptly. We will communicate our health and safety policy to all employees, contractors, and visitors.
38.8. All accidents, near misses, and incidents will be thoroughly investigated, and corrective actions will be implemented to prevent recurrence.
38.9. Effective emergency procedures will be established, and all employees will be familiar with them. Regular drills and training will be conducted to ensure readiness.
38.10. We are committed to continually improving our health and safety performance. We will regularly review and update our health and safety policies and procedures to reflect best practices.
38.11. We will consider the environmental impact of our activities and aim to minimise our footprint through responsible practices.
38.12. We expect contractors and suppliers to adhere to our health and safety standards. We will evaluate their performance and ensure they align with our commitment to safety.
38.13. This health and safety policy reflects our unwavering dedication to providing a safe and healthy work environment.
38.14. It outlines our commitment to legal compliance, risk management, training, communication, incident reporting, and continuous improvement.
38.15. By working together, we will create a workplace where health and safety are integral to our culture.

39. Workplace Policy.
39.1. At Architecture North Ltd, we are committed to fostering a productive, inclusive, and respectful workplace for all employees, regardless of their position, background, or beliefs.
39.2. We believe that a positive workplace culture is essential for employee well-being and the success of our organisation.
39.3. This policy outlines our expectations and guidelines for all employees.
39.4. We value diversity and are committed to providing equal opportunities for all employees. Discrimination, harassment, or victimisation on the basis of race, colour, religion, gender, sexual orientation, gender identity, age, disability, or any other protected characteristic is strictly prohibited.
39.5. All employees are expected to treat each other with respect, courtesy, and professionalism. This includes refraining from offensive language, behaviour, or actions that could cause harm or discomfort to others.
39.6. We have zero tolerance for any form of harassment, including but not limited to sexual harassment, bullying, or intimidation.
39.7. If you experience or witness harassment, please report it immediately.
39.8. Employees are expected to maintain the confidentiality of sensitive company information, employee records, and proprietary data. Breach of confidentiality may result in disciplinary action.
39.9. We prioritise the health and safety of our employees. Employees are expected to adhere to all health and safety policies, procedures, and guidelines. Reporting unsafe conditions or incidents is encouraged.
39.10. We understand the importance of work-life balance. Employees are encouraged to use their allocated leave entitlements and communicate their needs for flexible work arrangements when necessary.
39.11. Company resources, including equipment, technology, and facilities, should be used responsibly and for business-related purposes. Unauthorised use for personal gain or non-business activities is prohibited.
39.12. Harassment and bullying in any form will not be tolerated. We are committed to providing a safe and respectful workplace where all employees can thrive.
39.13. We encourage open and constructive communication to resolve workplace conflicts. Employees should address concerns with their immediate supervisor for conflict resolution assistance.
39.14. Employees are expected to comply with all applicable laws, regulations, and company policies. Non-compliance may result in disciplinary action.
39.15. This Workplace Policy reflects our commitment to creating a positive, inclusive, and respectful workplace.
39.16. We expect all employees to adhere to the principles outlined in this policy. Any violations will be addressed promptly and may result in disciplinary action.

40. Notice of Termination to be Given by Employer.
40.1. Under 1 month’s service - Nil
40.2. 1 months but less than 2 years’ service - 3 Week’s Notice
40.3. On successful completion of your probationary period - 1 Month’s Notice
40.4. 2 years’ service or more - 2 Month’s Notice
40.5. 5 years’ service or more - 3 Month’s Notice
40.6. We can terminate your employment without notice or payment for your notice period:
40.6.1. if you commit any act or omission that we think is gross misconduct; or
40.6.2. if you seriously breach your employment obligations (including under this Agreement); or
40.6.3. if you do not have the right to work in the United Kingdom; or
40.6.4. in any other situation that we have said allows us to do this (including in this Agreement or any handbook or written policy).
40.7. This document outlines the notice of termination procedure to be followed by Architecture North Ltd (the "Employer") when terminating an employee's employment contract. The company is committed to conducting terminations with fairness and in compliance with legal requirements.
40.8. The purpose of this procedure is to provide guidelines for the Employer on how to properly and professionally terminate an employee's contract of employment while safeguarding both the interests of the company and the rights of the employee.
40.9. The notice of termination should be conveyed in writing, either through a formal letter or email, to the affected employee.
40.10. The notice should include the following information:
40.10.1. The date when the notice is issued.
40.10.2. The effective date of termination.
40.10.3. The reason for termination (if applicable).
40.10.4. Details of any notice period to be served.
40.10.5. Information on any outstanding payments or benefits.
40.10.6. Contact details for any queries.
40.11. The notice period required will depend on the circumstances of the termination and may be outlined in the employee's employment contract or statutory regulations.
40.12. TThe Employer should adhere to these notice period requirements.
40.13. TThe Employer is responsible for ensuring that any outstanding payments, including salary, accrued leave, and other entitlements, are processed and paid to the employee in a timely manner as required by law.
40.14. TThe employee should be instructed to return all company property, including keys, equipment, documents, or any other assets, at the end of their employment.
40.15. TAn exit interview may be conducted to gather feedback from the departing employee and to provide an opportunity for them to ask any questions.
40.16. TThe Employer should maintain accurate records of the termination process, including copies of all communication, signed acknowledgment of returned company property, and any exit interview notes.
40.17. TThe Employer must ensure that all terminations are carried out in accordance with relevant employment laws and regulations to avoid any legal complications.
40.18. TTerminating an employee's contract is a sensitive and important process. Architecture North Ltd is committed to following this Notice of Termination procedure to ensure that terminations are handled professionally, ethically, and in compliance with all applicable laws and regulations. This procedure serves as a guideline for the Employer and may be subject to periodic review and updates.

41. Notice of Termination to be Given by Employee
41.1. This policy outlines the process for employees at Architecture North Ltd to provide notice of their intention to terminate their employment voluntarily.
40.2. We believe in fostering clear and open communication between employees and the organisation, and this policy facilitates a transparent procedure for employees wishing to resign.
40.3. Employees desiring to resign must submit written notice to their immediate supervisor and the Human Resources department.
40.4. The length of the notice period will be determined based on the employee's role, tenure, and specific circumstances, the standard notice periods are as follows:
40.4.1. Under 1 month’s service - Nil
40.4.2. 1 months but less than 2 years’ service - 1 Month’s Notice
40.4.3. On successful completion of your probationary period - 2 Month’s Notice
40.4.4. 2 years’ service or more - 3 Month’s Notice
40.4.5. 5 years’ service or more - 4 Month’s Notice
40.5. The resignation notice must be provided in written form and should include the following information:
40.5.1. Employee's full name
40.5.2. Current position
40.5.3. Last working day (as per notice period)
40.5.4. Reason for resignation
40.5.5. Contact information for further communication
40.6. Employees are encouraged to share their reasons for departure during exit interviews, if they are comfortable doing so.
40.7. Upon receiving the written resignation notice, the Human Resources department may arrange for an exit interview.
40.8. This interview offers employees an opportunity to provide feedback, discuss their experiences, and express any concerns.
40.9. Employees resigning from their positions are responsible for returning all company property, including but not limited to laptops, access cards, keys, and any other equipment or materials.
40.10. Failure to return company property may result in deductions from the final pay check to cover replacement costs.
40.11. Employees will receive their final pay check on their last working day or following the organisation's standard payroll schedule.
40.12. Any unused accrued paid time off (e.g., vacation days) will be compensated as per company policy.
40.13. Details regarding the continuation of benefits will be communicated to the resigning employee.
40.14. Employees are reminded of their ongoing duty to maintain the confidentiality of company information, even after resignation. Sharing sensitive information or proprietary data is strictly prohibited.
40.15. Both the resigning employee and Architecture North Ltd commit not to engage in any form of disparagement or negative commentary about each other.
40.16. This includes written, verbal, and electronic communications.
40.17. This "Employee's Notice of Termination" policy is subject to periodic review and updates. Architecture North Ltd reserves the right to modify this policy to ensure compliance with evolving laws and regulations and to align with the company's changing practices.
40.18. Resignations are a natural part of the employment journey, and this policy aims to facilitate a professional and respectful process for employees departing Architecture North Ltd. Employees are encouraged to reach out to the Human Resources department with any questions or concerns related to the resignation process or this policy.

42. Garden Leave.
42.1. At Architecture North Ltd, we may occasionally place employees on garden leave as part of our employment practices.
Garden leave is a temporary period during which an employee is required to stay away from the workplace while remaining employed by the company.
42.3. This policy outlines the circumstances under which garden leave may be applied and the terms and conditions that apply during this period.
42.4. The purpose of garden leave is to:
42.4.1. Safeguard the company's interests, including confidential information and client relationships.
42.4.2. Provide employees with time to disengage from their current role and prepare for their departure.
42.4.3. Maintain the integrity of our operations during transitions.
42.5. Garden leave may be applied to employees under the following circumstances:
42.5.1. If an employee has resigned or provided notice of their intent to leave the company.
42.5.2. In cases of termination or dismissal at the company's discretion.
42.6. Employees on garden leave will be required to serve their notice period as outlined in their employment contract.
42.7. The notice period will commence from the date of notification, during which the employee will remain on the company's payroll and benefits will continue.
42.8. During garden leave, employees are expected to:
42.8.1. Adhere to all the terms and conditions of their employment contract.
42.8.2. Maintain confidentiality and not disclose or use any sensitive company information or client details.
42.8.3. Be available for communication with the company, if necessary.
42.8.4. Return any company property or assets in their possession, including keys, equipment, and documents.
42.8.5. In cases where an employee is terminated during garden leave, they will be paid their full entitlements up to the date of termination, including any accrued but unused leave and benefits.
42.9. The duration of garden leave may vary depending on the circumstances and the nature of the employee's role.
It will be determined on a case-by-case basis.
42.10. Garden leave is a practice employed by Architecture North Ltd to protect the interests of the company and ensure a smooth transition during certain employment situations.
42.11. Employees placed on garden leave are expected to comply with the terms outlined in this policy, ensuring a professional and responsible approach during this period.

43. Non-Competition Agreement.
43.1. This Non-Competition Agreement ("Agreement") is entered into between Architecture North Ltd, a company registered in 11475169 ("Company"), and the Employees of Architecture North Ltd.
This Agreement is designed to protect the legitimate business interests of the Company and ensure that confidential information, trade secrets, and client relationships are safeguarded during and after the Employee's employment with the Company.
43.2. During the term of employment with Architecture North Ltd and for a period of 6 months after the termination of employment, the Employee agrees not to engage in any business activity, employment, or other competitive activities that directly or indirectly compete with the services, products, or business interests of the Company, within the geographic scope defined in Geographic Scope below.
43.3. The geographic scope of this non-competition agreement may include, but is not limited to, the following Relevant Geographic Areas:
43.3.1. Nottinghamshire
43.3.2. Lincolnshire
43.3.3. Derbyshire
43.3.4. Leicestershire
43.3.5. South Yorkshire
43.4. During the term of employment with Architecture North Ltd and after termination of employment, the Employee agrees not to directly or indirectly solicit or attempt to solicit, divert, or take away any client, customer, or business opportunity from the Company.
43.5. The Employee further agrees not to directly or indirectly solicit or attempt to solicit any employees of the Company to terminate their employment or engage in competitive employment.
43.6. The Employee acknowledges and reaffirms their obligation to maintain the confidentiality of all proprietary and confidential information, trade secrets, and client data of the Company, both during and after employment with the Company. This includes, but is not limited to, architectural plans, project information, client lists, pricing strategies, and any other sensitive information related to the Company's business operations.
43.7. The parties acknowledge that any breach of this Agreement may result in irreparable harm to the Company. In such cases, the Company shall be entitled to seek injunctive relief and any other equitable remedies available under applicable laws.
43.8. This Agreement shall be governed by and construed in accordance with the laws.
43.9. This Agreement constitutes the entire agreement between the parties regarding non-competition and non-solicitation obligations and supersedes all prior agreements, whether written or oral, on this subject matter.
43.10. If any provision of this Agreement is found to be invalid or unenforceable, the remaining provisions shall continue to be valid and enforceable to the fullest extent permitted by law.
43.11. By signing this Agreement, the Employee acknowledges understanding and acceptance of its terms and conditions.

44. Collective Agreement.
44.1. Within your employment contract with Architecture North Ltd, it is important to clarify that there are no collective agreements that directly impact or alter your individual terms and conditions of employment. Your employment relationship with our organisation is based on the terms and conditions specified in your individual employment contract.
44.2. This means that your compensation, working hours, leave entitlements, benefits, workplace conditions, and all other aspects of your employment are determined solely by the terms outlined in your individual employment agreement.
44.3. There are no collective agreements that modify or supersede these terms.
44.4. Your employment contract represents a legally binding agreement between you and Architecture North Ltd, and it is the primary document governing your employment relationship.
44.5. Any amendments, updates, or changes to your employment terms will be communicated to you directly through formal channels, and they will be incorporated into your individual employment contract as needed.
44.6. This provision ensures that your individual employment contract is the authoritative document regarding your employment terms and that collective agreements do not override or impact your specific employment conditions.

45. Conflicts of Interests.
45.1. At Architecture North Ltd, we are committed to upholding the highest standards of integrity, professionalism, and transparency in all our business activities.
45.2. This Conflict of Interests Policy outlines our expectations and guidelines for identifying, managing, and mitigating conflicts of interest that may arise in the workplace.
45.3. This policy is designed to:
45.3.1. Promote ethical conduct and decision-making among our employees.
45.3.2. Ensure that employees act in the best interests of the company and our clients.
45.3.3. Safeguard the reputation and credibility of Architecture North Ltd.
45.3.4. Provide guidance on identifying and handling situations where conflicts of interest may arise.
45.4. This policy applies to all employees, contractors, consultants, and representatives of Architecture North Ltd.
45.5. It covers potential conflicts of interest both within and outside of the workplace that could compromise the company's interests or reputation.
45.6. A conflict of interest occurs when an individual's personal interests or activities interfere or have the potential to interfere with their ability to make objective and impartial decisions in the best interests of Architecture North Ltd.
45.7. Examples of Conflicts of Interest
45.7.1. Conflicts of interest can arise in various forms, including but not limited to:
45.7.2. When an employee or their immediate family members have a financial interest in a business or entity that could impact their decisions or actions on behalf of Architecture North Ltd.
45.7.3. When an employee engages in outside employment, consultancy, or directorship that may compete with or compromise their responsibilities to the company.
45.7.4. When employees receive gifts, hospitality, or other benefits from clients, suppliers, or other parties that may influence their judgment.
45.7.5. When an employee's personal relationships, such as family or close friendships, influence decisions related to recruitment, promotions, or business transactions.
45.7.6. When an employee or their immediate family members have a significant ownership interest in a company that is a supplier, customer, or competitor of Architecture North Ltd.
45.8. Employees have an obligation to promptly disclose any actual or potential conflicts of interest to their immediate supervisor or the Human Resources Department.
45.9. This includes disclosing any outside activities, financial interests, or personal relationships that may affect their role within the company.
45.10. Upon disclosure of a conflict of interest, Architecture North Ltd will conduct a thorough review of the situation. Depending on the circumstances, actions may be taken to resolve or mitigate the conflict, which may include recusal from decision-making, reassignment of responsibilities, or other appropriate measures.
45.11. Failure to disclose a conflict of interest or act in the best interests of the company may result in disciplinary action, up to and including termination of employment.
45.12. At Architecture North Ltd, we take conflicts of interest seriously.
45.13. By adhering to this policy and promptly reporting any potential conflicts, we can maintain the trust and integrity essential to our business relationships and reputation.
45.14. Employees are encouraged to seek guidance from their supervisors or Human Resources if they have questions or concerns about any situation that may constitute a conflict of interest.

47. Data Protection.
47.1. At Architecture North Ltd, we are committed to ensuring the protection and confidentiality of your personal data.
47.2. This policy outlines how we process personal data, sensitive personal data, and criminal records data as part of our employment relationship.
47.3. Data Types
47.3.1. Personal Data: This category includes references, personal records, emails containing personal details, addresses, and contractual benefits information.
47.3.2. Sensitive Personal Data: This category encompasses information related to:
47.3.3. Your health: This data is used for monitoring sick leave and assessing your fitness for work.
47.3.4. Your Racial or ethnic origin, religious, or similar information: This data is collected to monitor compliance with equal opportunities legislation.
47.3.5. Criminal proceedings involvement: This data is gathered for insurance purposes and to fulfill legal obligations and third-party requirements.
47.3.6. We may monitor staff activities in accordance with our policy on communications and equipment. Details of this policy can be obtained from your line manager, HR representative, or the Employee Handbook.
You are expected to comply with the obligations outlined in our Data Protection Policy, as well as other relevant policies, including those related to criminal records information and the use of communications and equipment.
47.4. Data Processing Purposes
47.4.1. We will process your data for the following purposes:
(a). To fulfil our obligations under your employment contract.
(b). To ensure compliance with legal obligations.
(c). To serve our legitimate interests in processing your data during and after the employment relationship.
47.5. In certain instances, we may transfer personal data and sensitive personal data outside the UK or European Economic Area.
47.6. Such transfers will be carried out in accordance with the provisions outlined in our Data Protection Privacy Notice.

48. Confidentiality Agreement.
48.1. This Confidentiality Agreement ("Agreement") defines the terms and conditions pertaining to confidentiality during the course of employment with Architecture North Ltd (“Employer").
Definitions
48.2. Associated Employer: This term has the meaning ascribed to it under the Employment Rights Act 1996.
48.2. This encompasses any information, regardless of its form or mode of communication, disclosed by or on behalf of the Employer (or any Group Business) to the Employee during their employment.
48.3. It includes information that is confidential or commercially sensitive at the time of disclosure. Confidential Information pertains to the business and affairs of the Employer (or any Group Business), including but not limited to:
48.3.1. All Employment Intellectual Property Rights (IPRs)
48.3.2. All Employment Inventions
48.3.4. Analyses, compilations, studies, and other documents created by the
48.3.4. Employee, which contain, reflect, or are generated from the aforementioned information.
48.4. Employment IPRs: These are Intellectual Property Rights created by you during the course of your employment with the Employer, whether or not during working hours, or using the Employer's premises or resources.
48.5. Employment IPRs:
48.5.1. Relate to any part of the Employer's business or a demonstrably anticipated business of the Employer or any Group Business.
48.5.2. Are reasonably capable of being used by the Employer or in any part of a Group Business.
48.6. Employment Inventions: These refer to any Invention made wholly or partially by you during the course of your employment:
48.6.1. In the execution of your normal duties.
48.6.2. When performing duties specifically assigned to you, provided such duties are such that an Invention might reasonably be an expected result. This applies whether or not during working hours, or using the Employer's premises or resources, and regardless of whether the Invention is recorded in material form.
48.7. Group Business: This term denotes any business owned or operated by the Employer, an Associated Employer, or all such businesses together, as context allows.
48.8. The Employee agrees to maintain the strict confidentiality of all Confidential Information disclosed during their employment and to take all necessary measures to prevent its unauthorised use, disclosure, or dissemination, both during and after the employment relationship.
48.9. Upon the termination of employment, the Employee shall return all Confidential Information, including any copies or records thereof, to the Employer.

49. Intellectual Property Rights.
49.1. This Intellectual Property Rights Agreement ("Agreement") sets forth the terms and conditions regarding the ownership, use, and protection of Intellectual Property Rights and Confidential Information during and after the Employee's employment with Architecture North Ltd (“Employer").
49.2. Intellectual Property Rights (IPRs): This term encompasses all existing or future intellectual and industrial property rights, worldwide, including but not limited to Inventions, patents, utility model rights, copyrights and related rights, trademarks, trade names, internet domain names, design rights, designs, service marks, trade secrets, database rights, topography rights, rights in get-up, rights in goodwill or to sue for passing off, and any other rights of a similar nature, whether registered or capable of registration.
49.3. Inventions: This includes inventions, ideas, and improvements, whether or not patentable and whether or not recorded in any medium.
49.4. During your employment and thereafter, you are obligated not to use, disclose, or permit the use or disclosure of any Confidential Information concerning the Employer's business, except under the following conditions:
49.4.1. As necessary to perform your duties for the Employer properly.
49.4.2. With the express consent of the Employer.
49.4.3. As required by law or pursuant to a court order with jurisdiction.
49.4.4. To make a protected disclosure within the meaning of Section 43A of the Employment Rights Act 1996.
49.5. Upon the termination of your employment, you must:
49.5.1. Return all property belonging to or related to the Employer's business, including but not limited to documents, cars, keys, swipe cards, laptops, and mobile phones.
49.5.2. Delete any such property and Confidential Information from any electronic devices under your control.
49.5.3. You acknowledge that damages may not be an adequate remedy for a breach of this clause, and the Employer may seek an injunction to prevent any further breach, without prejudice to other available remedies, including damages.
49.6 All Employment IPRs, Employment Inventions, and works embodying them shall be owned automatically and absolutely by the Employer to the fullest extent permitted by law.
49.7. To the extent they are not automatically owned by the Employer, you hold them on trust for the Employer.
49.8. You have a special obligation to further the interests of the Employer due to the nature of your duties.
49.9. You agree to:
49.9.1. Provide written details of all Employment Inventions made wholly or partially during your employment.
49.9.2. Provide originals and copies of relevant documents, papers, and records.
49.9.3. Execute all necessary documents and take all actions to vest Employment IPRs in the Employer.
49.9.4. Assist in enforcing the Employer's Intellectual Property Rights against third parties, defending claims, and applying for registrations worldwide.
49.9.5. Not attempt to register any Employment IPR or patent any Employment Invention without the Employer's written request.
49.9.6. Keep each Employment Invention confidential unless written consent is obtained from the Employer.
49.10. You waive all moral rights under the Copyright, Designs and Patents Act 1988 and similar rights in other jurisdictions in any existing or future works.
49.11. You hereby appoint the Employer as your attorney to execute documents and undertake actions on your behalf as necessary to enforce the terms of this Agreement.