GP - Human Resources
This policy has been reviewed and updated to include a revised Employee Exit
Interview form and a new Employee Termination Report form. There are no significant
changes to the content and references have also been reviewed and updated.
Due to the change in societal norms, statistics indicate that it is expected that the uptake of Shared Parental Leave will soon become more prevalent. It is therefore important that relevant staff are well informed about this policy and are aware of the correct way in which the policy is to be implemented. It has been reviewed with no significant changes and references reviewed and updated.
This policy has been reviewed and the content updated with the types of supervision in section 5.5. A new Clinical Supervision Record template has been added to the Forms section to enable supervisors to follow a structured process and document the outcomes of supervision meetings. References have been reviewed and updated.
This policy sets out the process for carrying out staff appraisals. It has been reviewed and updated to include probation reviews for new employees during the first six months of their employment. This is in the New Employees section of this policy at 5.4. A new Probation Review Form has also been added. References have been reviewed and updated.
This policy has been reviewed and updated to include that due notification is to be made to regulatory bodies about any planned or unplanned absences of the Registered Manager that is for a continuous period of 28 days or more. A definition of contingency measures has been added and a link to organisation chart template guides has been included in the further reading section. References have been checked and updated.
This policy has been updated to include new forms; a Manager’s Guidance Note on how to prepare a Gender Pay Gap Report, a template Gender Pay Gap Report and a template Memorandum. This policy will not apply to all employers as it is only relevant to those who have 250 or more staff as of 5 April of each year. However, if an employer is captured by this then they must comply with the requirement to report their Gender Pay Gap. This policy provides detailed guidance on how to do this. A new reference and further reading to link to related policies have also been added, existing references have been checked and updated.
This policy has been reviewed and amendments made within the ‘Forms’ section including a revised individual consultation checklist. References have been checked and updated.
This policy has been reviewed with a new Staff Attendance Record form added. No other changes have been made to the content. References have been reviewed and updated.
This policy has been reviewed and the content updated, including the purpose section. Further definitions have been added and references have also been reviewed and updated.
This policy is one of the main policies governing the employee and employer relationship and ‘capability’ is one of the potentially fair reasons for dismissal under the Employment Rights Act. There is a process to follow which ensures that the reason for a dismissal is fair and also that the fair reason for dismissal has been reached after following a fair process, both of which are key to ensure that there is no claim for unfair dismissal.
This policy relates to issues of capability which are not linked to lack of capability due to ill health. For guidance on ill health capability, you must follow the Sickness Absence Policy and Procedure.
This policy has been updated in 5.4 and 5.5 about the procedure for Notification of a Capability Hearing and Stage 1 Hearing: and the First Written Warning has been updated. The letter Confirming Dismissal Following Previous Warning has been amended in the forms section and references have been reviewed and updated.