Wales - Human Resources - Learning Disability
This policy supports the development of staff within the service through regular appraisals with their line manager. It has been reviewed with no significant changes and references have been checked and updated.
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
Policy has been reviewed and amended slightly to reflect the risk to the client (not just the individual). A letter has been added into the forms section to be issued when authorising the offer of a gift/hospitality. Government guidance and recommendations from ACAS have been added into further reading, references have been reviewed and updated.
All businesses will have staff turnover and will receive reference requests. It is important that reference requests are dealt with consistently and fairly and that only the approved employees are able to provide them to ensure that no liability for discrimination is incurred if a reference request is dealt with inappropriately. Given the sector, employers are also required to ensure that all individuals are of good character. The policy has been reviewed and amendments made to the purpose, policy and procedure. A new form is included.
Policy reviewed and updated and now includes reference to COVID-19, and also provides a link to a dependency tool under the ‘Further Reading’ section of the policy.
This policy details the framework in place for anti-bullying. It has been reviewed with changes to the Procedure section only which has been updated to state that the employee will be informed of the outcome of the complaint after the investigation. There is also a new paragraph that states that the complaint will be held on the employee’s and the aggressor’s personnel file. References have been updated and Welsh Lines of Enquiry also included.
This policy has been revised to include the reporting procedures required when concerns about Modern Slavery or Human Trafficking are raised. This policy references updated statutory guidance. Additional information has been included on the risk of Modern Slavery during COVID-19. Guidance on writing a Modern Slavery statement has been added to the Forms section of the document with a template to support the development of a statement. Indicators of Modern Slavery and Human Trafficking have been added to forms. This policy was previously entitled Anti-Slavery and Human Trafficking Policy and Procedure and was located under the Human Resources category.
This policy outlines statutory time off entitlements for employees at the service. It has been reviewed and minor changes made to the scope, purpose, objectives, procedure and key fact sections. A selection of new forms have also been added and references updated to ensure they remain current. The Welsh Lines of Enquiry have also now been included.
This policy underpins each employer’s approach to discrimination and equal opportunities. It has been reviewed and some content changes made, including reference to ‘bullying’ as a form of discrimination. References have also been added in the ‘Further Reading’ section.