Scotland - Human Resources - Care Home
Policy reviewed with minimal change. References and links checked and remain current. This policy will guide management with letters and forms to use when an employee is resigning from their post. Following this guidance will ensure employment law is adhered to.
New: This policy contains template documents for employees’ terms and conditions, as well as variations of terms and conditions. It has been reviewed with all forms updated to ensure they remain current with the Employment Rights Act 1996. References also updated.
Policy reviewed with minimal change, references and links checked and remain current. This policy will help to plan the various training courses required for all staff. It includes forms to apply for and record any training attended.
The policy was reviewed with minimal change, references and links remain current. The uptake of shared parental leave has been incredibly low since its introduction and this is not likely to change in the near future unless there are some severe changes to how the system works. It is therefore unlikely that any client will receive a request for SPL but it is important that they have a policy in place should that happen.
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.
This policy governs both holiday entitlement and the process to book holidays. It sets out the minimum legal requirements in relation to annual leave and also includes specific guidance relating to the ongoing Coronavirus pandemic and furlough leave. The policy has been amended to update the reference period to calculate holiday entitlement for those with irregular hours of work from 12 weeks to 52 weeks. Amendments have also been made to update the travel restrictions and holiday carry over.
This policy has been reviewed and amendments made within the ‘Forms’ section, including a revised individual consultation checklist. References have been reviewed and updated. This policy will guide staff on the process to follow if redundancy is being considered for any staff member.
This policy has been reviewed with minimal change, references and links checked and remain current. It is unlikely that use of this policy will be commonplace. However, the implications in the event it is necessary for the service to apply this policy can be serious. The policy provides a framework for substance abuse issues and the practical steps are dealt with under the Discipline Policy and Procedure and the Capability Policy and Procedure.
The policy has been reviewed with minimal change and references and links have been updated. This policy will help guide staff on the measures to put in place to manage stress and support mental health.
This policy outlines the current law in relation to on-call/sleep-in work. Please be aware that this is an area of the law which could change imminently pending the outcome of the Supreme Court decision in Shannon v Rampersad and another (T/A Clifton House Residential Home). On-call and sleep-in work is obviously a major part of a number of health and social care businesses and it is essential that businesses understand the rules around working time when on-call or on a sleep-in shift and practical steps to ensure compliance. The policy has been reviewed with minor content changes and an additional policy statement added. References updated to ensure they remain current.