Dental - Human Resources
This policy governs the rules when an employee or worker is seeking work with a third-party employer. It ensures that there is a process for permission to be sought and granted for employees by employers and also makes workers aware of their obligation to ensure that their employer knows how many hours they may be working elsewhere. The policy outlines the obligations that an employer is subject to, to ensure that there is no breach of the Working Time Regulations and any Health and Safety legislation and/or guidance as well as ensuring a two-way dialogue is created to share the necessary information between both parties. The policy has been updated to simplify the wording and procedures and also to introduce the option of a trial period for private working so long as this is subject to the employer being fully aware and in control of this and the Key Facts section has been updated to take account of this. An additional useful form has been added to request details of work done by the
Legislation has been inserted with reference to the Working Times (Coronavirus) (Amendment) Regulations 2020. A new procedure has been included to confirm that employees are now entitled to carry 4 weeks’ paid leave into the following two annual leave years if prevented from taking holidays due to Coronavirus. A new form ‘Notice to take annual leave under Regulation 15(2) WTR 1998‘ and further references have been added.
This policy governs the interactions between employees and when complaints from employees may amount to bullying or harassment. If there is a potential bullying or harassment complaint, this policy also sets out the process to follow in dealing with this complaint. This will be applicable across all employees and all sectors from top to bottom of an organisation. The implications for an employer for failure to protect staff adequately from bullying and harassment can be threefold: breach of the Equality Act, breach of the Protection from Harassment Act, and breach of Health and Safety legislation.
The policy has been amended to include specific reference to the Human Rights Act, in particular Article 8 where there is a crossover between this and the Equality Act. The procedure section has been updated to ensure clarity and a new definition of aggrieved employee has been inserted. The references have been updated and additional underpinning knowledge from the Equality and Human Right
Specific provisions have been inserted to deal with the relevant points of Coronavirus, but the position is constantly changing and clients will need to also ensure that they keep up to date with the latest guidance. The remainder of the policy deals with the position for sickness not related to COVID-19.
Policy updated to include reference to returning back from foreign travel, ensuring employees are aware that this quarantine period will be unpaid and staff will not be entitled to statutory sick pay (5.11). References have been reviewed and updated.
This policy has been revised to include the reporting procedures required when concerns about Modern Slavery or Human Trafficking are raised. This policy references updated statutory guidance. Additional information has been included on the risk of modern slavery during COVID-19. Guidance on writing a Modern Slavery Statement has been added to the ‘Further Reading’ section of the document with a template to support the development of a Statement. Indicators of Modern Slavery and Human Trafficking have been added to forms. This policy was previously entitled Anti-Slavery and Human Trafficking Policy and Procedure.