Wales - Human Resources - Learning Disability
It is common for an employee to request advances of wages so it is likely that this policy will be used fairly often. A new application form has been added to the policy to make it clearer how staff can request an advance or loan. The existing form has been updated as an employer confirmation form. References also checked to ensure they remain current.
This policy will demonstrate the requirement to plan for the staff rota to ensure that individuals have enough staff with the correct skills to support them. It has been reviewed and now includes a section regarding COVID-19 and the implications for rota development.
This policy has been updated to merge both the DBS/Disclosure Policy and Procedure and the Recruitment of Ex-Offenders Policy and Procedure to ensure clarity and avoid any crossover. The policy also now includes the new position on DBS filtering. This policy governs how and when an employer needs to carry out a DBS check along with the categories of employee who should be subject to a DBS check from a regulatory perspective.
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 to the Employment Rights Act 1996. References have also been updated.
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 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 has been amended to provide more information about when differences between the terms of fixed term employees and permanent employees may be objectively justified and what steps a client must take if they receive a request for written reasons why this is the case. This policy governs the relationship between permanent employees and broadly comparable fixed term employees and outlines where they must be treated equally. You should be aware that we are expecting the legal position to change with the advent of the UKs split from the EU albeit we do not currently have any detail of what this may look like.
This policy will support with the redundancy process. It has been reviewed and amendments made within the ‘Forms’ section including a revised individual consultation checklist. References have been reviewed and updated.
This policy governs which steps an employee should take if they are suffering from or they become aware of a colleague suffering from substance abuse or being under the influence of drugs or alcohol. The policy guides the service to other relevant policies should appropriate formal action be necessary. This policy has been updated to ensure the guidance is still accurate and available.
This policy outlines how a service can support individuals where they are impacted by stress or mental health concerns. It has been reviewed with no significant changes and references checked and updated.