GP - Human Resources
This policy has been reviewed and updated. It contains a new procedure section about first aid training requirements, and further reading has been added, including a first aid training video and a link to an online calculator to find out what your requirements are for first aiders. References have been reviewed and updated.
This policy is intended as guidance to employers about the issues to consider when determining if they are compliant with National Minimum Wage legislation. National Minimum Wage must be paid to all employees or workers that an employer engages, and a failure to do so can be both a criminal offence and also result in claims in the Employment Tribunal and/or the County Court. Employers will ensure that they read the policy fully and take on board all considerations. Employers will also note the imminent Supreme Court judgment due on the Royal Mencap Society v Tomlinson-Blake appeal which governs the payments of on-call allowances.
The policy has been amended to add further reading and to clarify some sections which may initially be more difficult to understand. These have been simplified as much as possible but this is a complex area and employers must take specific advice from their professional advisors if anything is unclear.
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
This policy has been reviewed with General Data Protection Regulation 2016 included and a new definition and reference added. Existing references and links have been reviewed and updated.
This policy has been reviewed and updated, with additional regulations, further reading added, and updates to the continuity of service for agency workers rights at 12 weeks and for pregnant agency workers. References have been checked and updated.
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 Rights
This policy has been updated with further content added such as required PPE on visits. Changes made to 4.7, 5.8, 5.9, 5.10, 5.19 and other related policies have been highlighted. A new Lone Working Checklist has been added to the forms section and there is a lone worker risk assessment available in the QCS resources. References have been reviewed and updated.
Policy updated to include reference to returning back from foreign travel, ensuring that employees are aware that this quarantine period will be unpaid and staff will not be entitled to statutory sick pay. Changes made in 5.7, 5.8, 5.10, 5.11 and professional key facts. A further reading reference to the Government website about travel corridors has been added.
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.