Scotland - Human Resources - Learning Disability
The regulation became law in Scotland on 01/04/2018 and all staff need to know the process of identifying and reporting any incidents which may be reportable under the Act. This policy was reviewed with a new duty of candour checklist added, references and links checked and remain current.
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 should ensure that they read the policy fully and take on board all considerations. Employers should 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 should take specific advice from their professional advisors if anything is unclear.
This policy will inform staff on how to whistleblow and details how they will be supported should they wish to do so. Policy amended in the purpose section and 6.10 added, some custom fields added. References have been reviewed and updated.
This policy will support the process where employees are considering retirement. It has been reviewed with 2 template letters added to the ‘Forms’ section. References have been reviewed and updated.
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
Policy reviewed with significant changes to include information on spent and unspent convictions. References and links checked and remain current. Policy will support staff who are responsible for recruitment on the process to follow to ensure they comply with Disclosure Scotland.
The policy will guide staff on how to keep safe when working alone and confirms that the staff member must feel confident and competent to work alone. It has been reviewed with some content changes and a new form has been added. References and links have also been checked and remain current.
Relationships of this nature will be relatively common and it is important that they are properly managed. Procedural point added in 4.5, references and links checked and remain current.
This policy will guide management and staff on the process to follow if they suspect bullying or feel bullied. It has been reviewed with minimal change, references and links checked and remain current.
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