Benefit Summary

Insurance Claims Submission Procedure

Unapproved Hospitals List

Empaneled Hospitals List

Annual medicals are available to the Chief Executive and members of the Executive Team. This benefit is only available to permanent employees. The medicals are carried out by doctors at a suitable medical centre approved by the Institute and the cost of the medical is met by the Institute. A copy of the report prepared is sent to you and at your request to your own doctor. They are not sent to the Institute.

The CISI provides employees with Eye Care Vouchers to cover the cost of a VDU eye test and, if required, a voucher to cover the cost of a basic pair of corrective glasses. Vouchers are available by completing the relevant Eyecare Voucher Request Form:

UK Eyecare Voucher Request Form

UK Eyecare Glasses Voucher Request Form

Eyecare vouchers are currently provided by EdenRed and can be used at a large number of opticians including Boots & SpecSavers- click here to find nearest optician that accepts these vouchers.

In the event that the employee needs corrective glasses, specifically for display screen equipment work, they will be given a voucher to cover the cost of basic frame corrective glasses although they may contribute extra if they wish to buy from a wider choice of frames. If they already wear glasses or contact lenses it may be that these are adequate for the type of screen work you perform, and this is something the optician will advise on. Where they require glasses for general use including VDU, a voucher for corrective glasses will not be supplied.

                                       

 

Permanent employees with 12 months service are eligible to join the private medical insurance scheme. 

CISI pays the premium for the employee, their partner, and children (subject to the scheme rules), and as this is classed as a taxable benefit the employee pays tax (at their normal tax rate) on the premium. 

For employees who have arranged their own private medical insurance cover, and are unable to move schemes, for example due to pre-existing medical conditions, the Private medical insurance allowance can be offered.

The private medical insurance allowance is

• Based on the annual premium for the employee to join CISI’s private medical insurance scheme, after any shared responsibility discount is applied
• The premium is paid as a monthly amount via the payroll and subject to statutory deductions
• The employee can opt to join CISI’s scheme at any time
• If the employee cancels their private medical insurance cover, they need to inform CISI and the allowance will stop
• As the employee will pay tax on the allowance via the payroll, it will not appear on their annual P11d form
  

If you would like to apply for this allowance, please send the following information to HR:

 

Name
Who is covered by your scheme (we need this information as the allowance is based on the annual premium, with CISI’s current provider): Partner Children
Proof of your PMI cover for the current tax year
Date of application

 

The long service awards are as follows:-

3 years’ service     - an appropriate local gift and letter from the CEO

5 years’ service     - an appropriate local gift, a letter from the CEO, a payment (Rs. 15,000 in Sri Lanka/ AED1,200 in Dubai) paid via the payroll and subject to any statutory deductions, increase in annual leave by 1 day or pro-rata if work part-time and lunch to mark the occasion during the CEO’s next scheduled visit to the office

10 years’ service - an appropriate local gift, a letter from the CEO, a payment (Rs. 30,000 in Sri Lanka) paid via the payroll and subject to any statutory deductions, and lunch to mark the occasion during the CEO’s next scheduled visit to the office

15 years’ service - an appropriate local gift, a letter from the CEO, a payment (Rs. 60,000 in Sri Lanka) paid via the payroll and subject to any statutory deductions, and lunch to mark the occasion during the CEO’s next scheduled visit to the office

 

As an education professional body, the Institute provides the following support to employees who are school governors.

If meetings are held during the day, which you need to attend to perform your duties as a school governor, an additional one paid day off per annum will be given. This can be taken as a day or as two half days.

 If you need to leave the office early or come in late to attend meetings, this should be agreed in advance with your line manager. While a reasonable amount of time, up to two hours is allowed, you may be asked to make up the time within a reasonable period. If you need to leave more than two hours early or will be arriving at work more than two hours after your normal start time, when you must take half a day annual leave.

 If requested you will need to provide further information, and all leave must be requested in advance via E-DAYS.

CISI recognises that staff have a civic duty to participate in Jury service. Where in the Institute’s view, your release for jury service would cause staffing difficulties, assistance will be given in writing to the court to re-arrange or cancel your service. You will not suffer a financial penalty for fulfilling your legal obligation. However, you should claim for loss of earning, which is paid up to a maximum limit, and you should give HR the ‘certificate of loss of earning form’ the court will send you. HR will complete the form, which you should be taken to the court on your first day of jury service.

After your jury service you will receive a payment from the court and a breakdown of the payments. You should give HR a copy of the breakdown of the payments and the amount, less any out of pocket expenses i.e. for subsistence you have claimed for, will be deducted from your next month’s salary.

If you give or are given notice you must repay the money before you leave the Institute.

While you are on jury service, you should keep your line manager informed about how long you are likely to be away from work. On the days when you are not required at court you should come in to work. You should also attend work if:

- you are not required in court for a morning

- you are released during the day and after taking travel time into consideration, you are able to be at work by 4pm or an hour before your normal finishing time.

CISI encourages staff to take their annual leave, however there may be occasions when you have no leave left or you would like to take a ‘CISI Day’. A ‘CISI Day’ is where you have the option to borrow up to two half days a year, and then repay the hours by working either earlier and/or later than your normal hours.

You need to agree with your line manager when you will work these hours, which should be within five working days after your ‘CISI Day’. A half day is equal half your normal daily working hours (e.g. if you work 7 hours a day it is 3 ½ hours).

Employees, who work 3 days or less, have the option to take one CISI Day a year (i.e. half a day).

Employees need to be performing their role at a ‘Good’ or above rating, as defined in the Performance Management Scheme, to take a ‘CISI Day’.

‘CISI Days’ should ideally be booked in advance on E-DAYS, unless this is not practical, but must be agreed with your line manager, and retrospectively be added to E-DAYS. This is not available for employees on contracts of less than one year. 

 If you are a member of the Armed Forces Reserve, you may be able to take additional paid time off to attend an annual training camp. A maximum of 5 days per annum will be given and this leave must be agreed in advance with your manager and you may be required to provide further information.

Urgent family leave is available to all staff, to help you deal with unforeseen emergencies involving a dependant. Requests for family leave must be made to your Line Manager and HR, giving details of how long you expect to be away from work.

Wherever possible, such requests should be made in advance. Where the reason for the request is family illness, a medical certificate may be required.

Time off taken as family leave is unpaid.

Family leave may be granted for pressing matters which occur suddenly and for important family reasons such as:
• a dependant falling ill or becoming injured
• the death of a dependant
• a breakdown in a dependant's care arrangements
• an incident involving the employee's child during school hours.

 We would expect that in the majority of cases, one or two days would be enough to deal with an immediate problem and make any longer-term arrangements. No more than 5 days’ family leave should be taken at a one time.

The full-time leave allowance is pro-rated. For example, if your full–time leave allowance is 23 days per annum, then 23 divide by 5 (for 5 days) times 3 days (if working 3 days a week) = 13.8 days’ leave.

Bank Holidays

There are usually 8 bank holidays per year, and your entitlement to these is pro-rated by the number of days you work per week. For example, if you work 3 days a week then 8 (bank holidays) is divided by 5 x 3 (for 3 working days) = 4.8 days’ entitlement.

Depending on the days of the week you work and the days of the week the Bank Holidays fall on, your annual leave is reduced or increased.

Using the example above:

a) If you are entitled to 13.8 days’ annual leave and 4.8 bank holidays, and more than your entitlement to bank holidays falls on your working days, e.g. 6 days then your annual leave of 13.8 days will be less 1.2 days for bank holidays, a total of 12.6 days rounded up to 13 days leave entitlement for the year.

b) If you are entitled to 13.8 days’ annual leave and 4.8 bank holidays, and less than your entitlement to bank holidays falls on your working days, e.g. 3 days then your annual leave of 13.8 days will be plus 1.8 days’ bank holidays, a total of 15.6 days rounded up to 16 days leave entitlement for the year.

This calculation will need to be worked out each year.

Institute closed between Christmas and New Year
If these days fall on your normal working days, you will be paid for these days.

Leaving the Institute

The pro-rata holiday entitlement for staff leaving after a years’ service is based on completed, or partially completed, weeks of service during the holiday year in question (rounded down to the nearest half or whole day). Before you leave the Institute’s employment, the Institute may require you to take any holiday due or any part of it, or, you may not be able to take any holiday you request during your notice period. You will be paid up to a maximum of 10 days accrued holiday entitlement on termination of employment.

If you are dismissed by the Institute for gross misconduct or if you leave without working out your notice period, you will only be entitled to any accrued statutory leave entitlement less any Bank Holidays, unless written permission has otherwise been granted.

If your employment is terminated during or at the end of your probationary period, then the Institute will make a payment to you in respect of any accrued (at the rate of one-twelfth of your annual entitlement each month) but unused statutory holiday entitlement only.

In cases where a member of staff leaving has exceeded their holiday entitlement, the Institute will make an equivalent deduction from any final payment.

Please note, the period between Christmas and New Year is not included in any calculations of outstanding holiday entitlement.

 

CISI offer permanent employees after one years service the option to become a member of the CISI’s private medical insurance scheme. This is an age-rated scheme, currently provided by WPA.
CISI will pay your annual premium, and you will pay tax on the value of your premium (this is included on your annual P11d form). Part time staff are asked to make a contribution towards the premiums.

Please note, the WPA document is generic, please look at the application form to see the specific benefits available under CISI’s scheme. Members can consult their membership certificates for full information on their benefits, which include:

• Outpatient - full cover
• Therapy - £1,200 for chiropractic, osteopathy, chiropody, physiotherapy, acupuncture, homeopathy, nutritional and dietary services, occupational, speech & language therapy and psychology/ psychotherapy
• Structured Counselling - up to 20 sessions following referral from EAP

You also have access to a remote GP service and an Employee Assistance programme

The Group policy telephone number members can call is 01823 625270.

If you would like to join the scheme, please complete the application form and return it to HR@cisi.org.

WPA Employee Application Form

WPA Remote Benefits Brochure

WPA Employee Flexible Benefits Summary

WPA Support through Menopause

The aim of this policy is to mark that an employee has completed a number of years' service with the Institute and thank them for the contribution they have made during that period.

The long service awards are as follows:-

3 years’ service      - a choice of a bottle of wine, red or white, or a box of chocolates

5 years’ service      - £250 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates or flowers and a lunch to mark the occasion

10 years’ service    - £500 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion

15 years’ service    - £1,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion  

20 years’ service    - £2,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion

25 years’ service    - £3,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant, an additional one-off week paid holiday and a lunch to mark the occasion

 Employees with:

• 3 years service receive a card from the CEO and a gift of their choice
  

• 5 years’ service receive a letter (includes pension increasing to 12.5%, two additional days leave a year), a card from the CEO, a gift of their choice and invitation to lunch
  

• 10 or more years’ service receive a letter from the CEO , a gift of their choice, and invitation to lunch.

 

As part of its corporate responsibility policy and charitable aims, CISI employees can apply to take a CISI Charity day. The aim is to give you the opportunity to work for a charity or on community projects of your choice.

 Full-time employees can apply to take one CISI Charity day a year, and for employees who work three days or less a week, a half CISI Charity day a year. This is in addition to your annual leave, and the time does not have to be ‘made up’.

You do need to be performing your role at a ‘good’ or above level, as defined in the performance management scheme, to take a ‘CISI Charity Day’.

You must request your ‘CISI Charity Day’ in advance on E-DAYS, and add the name of the charity / community project. If you wish to, you can write a few words and provide a photograph to appear in InCISIve.

This is not available for employees on contracts of less than one year. 

The Institute provides support to employees at the time when someone close to them dies. This includes paid bereavement leave, the amount of which is related to the closeness of the employee to the deceased, and the guidance is as follows:

Up to five days paid bereavement leave is available, on the loss of a close relative for example parent/ step parent, in law, child, sibling, spouse/ partner. This can be used flexibility as needed around the time of the loss, to make arrangements or other needs arising out of the bereavement and for the funeral / cremation.

Up to 10 days paid bereavement leave on the loss of a child. This can be used flexibility as needed during the first year following the loss, usually either as a two week block or two separate blocks of one week.

 There may be circumstances when the employee needs a longer period of leave, and unpaid leave or to use their annual leave entitlement. This may be agreed, at your Executive Directors discretion.

One days paid bereavement leave may be given in other circumstances, eg the loss of a grandparent, aunt/ uncle or close friend, at your Executive Director/ Assistant Director’s discretion.

If an employee needs additional support during this time, CISI has an Employee Assistance Programme (EAP) and there are mental health first aiders available for the employee to talk to. Please also see the urgent family leave policy.

Annual Leave

The Institute’s holiday year begins on 1st January and ends on 31st December.

Legally employees are entitled to a statutory number of days holiday per year.

For permanent employees your actual paid holiday allowance for a full year is stated in your Contract of Employment. You will be notified in writing should this change. In general, this will reflect the following leave entitlements, plus pay on Bank Holidays in England:

Basic allowance - 23 days’ basic entitlement which increases to 25 days per annum after 5 years’ service.

Senior Executive job band leave allowance - 24 days’ basic entitlement which increases to 26 days per annum after 5 years’ service.

Managers job band leave allowance - 25 days’ basic entitlement which increases to 27 days per annum after 5 years’ service. Please note this does not apply to all staff with ’manager’ in their job title. Your Contract of Employment will show the level of leave applicable for you.

Directors leave allowance - 27 days’ basic entitlement which increases to 29 days per annum after 5 years’ service.

Your holiday allowances will increase from the beginning of the holiday year in which you will complete 5 years’ service.

In addition, the Institute closes each year after Christmas Eve (or the last working day before Christmas) until the first working day in January. These paid days are not taken from your holiday entitlement as shown above or as stated in your Contract of Employment. These days will not be included in any calculations of outstanding holiday entitlement on leaving the Institute.

Employees who work part-time should refer to their contract of employment to see their pro-rata entitlement to leave. Please also see the handbook section on leave entitlement for part-time employees.

No holiday commitments should be entered into without the prior approval of your manager, and all requests for holiday should be processed and approved before the holiday is taken or you have committed to the holiday.

Staff are encouraged to take at least one break of two consecutive working weeks during each holiday year. Any period of annual holiday longer than two consecutive working weeks, must be discussed and agreed with your line manager in advance and before you have booked or committed to the holiday.

Holidays booked before joining the Institute may be taken by prior agreement.

Employees on non-permanent short term contracts - 20 days’ annual leave pro-rata where applicable, plus bank holidays, which equals the statutory number of days’ holiday per year.

Holiday in the first year of employment

During the first year of your employment your holiday accrues at the rate of one-twelfth of your annual entitlement each month in that year. This means on the first day of employment you accrue one-twelfth of your annual entitlement than a month later a second one-twelfth and so on.

Carry over of accrued leave

Holiday entitlement should not normally be carried over from one year to the next. However, you may be allowed to carry a maximum of one weeks’ leave entitlement (e.g. if you work four days a week this would be four days) forward to the following year, as accrued leave.

Any leave in excess of these days will be lost. Carried over leave should be used by the 30th June of the following year and not carried forward into future years.

Withdrawing entitlement to salary / holiday pay

Entitlement to salary / holiday pay may be withdrawn in the following circumstances:

• absence on holiday for which prior approval has not been given

• unauthorised absence

 

Guests contributed £1,275 to Birmingham Children’s Hospital at the event, held at Edgbaston Cricket Stadium on Thursday 23 June

Click here to view photos from the event.