Wales - Human Resources - Nursing Home
Policy updated to include reference to returning back from foreign travel and Coronavirus, ensuring employees are aware that this quarantine period will be unpaid and staff will not be entitled to statutory sick pay (Section 5.11). References have also been reviewed 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.
Policy reviewed with the most relevant new CIW lines of enquiry added. Detail about management responsibility to inform external agencies if an accident or incident requiring first aid was serious has been added. References reviewed and updated.
This policy provides guidance on how to retain staff and ensure they are supported at a service. It has been reviewed with minimal changes and references updated to ensure they remain current.
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.
All prospective employees should be subject to a risk assessment for a DBS check and, if they are assessed as requiring a DBS check, consideration should be given to the appropriate level. The policy has been reviewed with no significant changes and references checked and updated.
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.
Please note the name of this policy has changed from ‘Management of Stress Policy and Procedure’, to ‘Stress and Mental Health in the Workplace Policy and Procedure’. The policy has been reviewed and updated to include reference to mental health and mental wellbeing, and the Definitions and Further Reading have been reviewed and updated.