Human Resources - Care Home
The policy has been converted to the new policy format. The new policy outlines the expectations on both individuals who are suffering from alcohol/drug abuse and on other staff members who suspect their colleagues are suffering from the effects of alcohol/drug abuse. The policy also includes a right of search and a right to request that individuals submit to a medical examination if they are suspected of breach of the policy. The policy links to the Discipline Policy and Procedure and the Capability Policy and Procedure.
Changes to this policy include a conversion to the new policy format, introduction of clearer process for recognising the causes and impact of work stress, introduction of clearer procedure for raising issues informally/formally, requiring regular risk assessments to be conducted to identify stressors and reduce the risks from stressors.
To create a clear distinction between the procedures which apply to staff who have persistent short term absence, those who are suffering from long term ill health and those with conduct issues.
To clarify the procedure which should be used to address issues of short term absence.
The policy has been converted to the new policy format. The policy has been overhauled to provide more clarification on eligibility for adoption leave and the notification requirements. The policy is also more clear on eligibility for adoption pay. There is more of an explanation of when leave will apply to overseas adoptions and in surrogacy situations. There is also reference to third party resources so that any updates in statutory adoption pay will always be up-to-date.
Policy has been converted into new policy format. Policy references relevant legislation and guidance. Policy also makes it clear what is considered smoking and the sanctions for breaching the policy.
New policy format. Simplification of policy to focus on key indicators and cover all areas. Confirmation of interaction between discipline and grievance policies.
The policy has been converted into the new policy format. The policy builds on the previous policy and makes it clear that there is no fixed retirement age and that retirement is driven by the employee and not the employer.
This policy has been converted into the new policy format. The policy has been updated to remove reference to Additional Paternity Pay and the notification, timing and eligibility criteria. The policy references third party resources to ensure that any updates in SPP will always be up-to-date.
The policy has been converted to the new policy format. Changes made to clarify what is expected of employees prior to making a decision not to travel to work. Reference to overlapping policies.
The name of the policy has been changed to Capability Policy and Procedure to avoid any overlap with the Disciplinary Policy and Procedure as poor performance can sometimes be a misconduct issue. It was previously titled Poor Performance and Capability Policy and Procedure.
The policy now sets out a clear step-by-step process for dealing with capability issues (i.e. where an employee ‘can’t’ do the job either because of a lack of skill, knowledge or medical capability) and references the Sickness Absence Policy where the capability issue is caused by ill health.
Management should understand that the Discipline Policy and Procedure is to be used for misconduct issues i.e. where someone can do something but won’t whereas this policy deals with cases where a person can’t do a particular job or task properly due to a lack of skill, knowledge, experience or on health grounds.