Scotland - Human Resources - Supported Living
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, a new form to record staff allergies had been added. This policy will guide staff with recruitment and retention which are such a vital part to get right for organisations, this policy should be reviewed by staff responsible for any part of the induction process.
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 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 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.
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