Wales - Human Resources - Supported Living
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 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 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 will support with the training and development needs of staff at the service. It has been updated to include reference to the registration requirement with Social Care Wales. Sections 4.8, 5.7 and 5.10 added. New reference also included and existing ones checked to ensure they remain current.
This policy will support the process where employees are considering retirement. It has been reviewed with 2 new documents added to the ‘Forms’ section. References have been checked 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
This policy provides guidance regarding personal relationships at work. It has been reviewed with minor changes made. A section on the recruitment of individuals who are related to an employee has been added to the ‘Policy’ section. References and links have been reviewed and remain current.
This policy details the recruitment process for ex-offenders and has been reviewed with General Data Protection Regulation 2016 included and a new definition added. References have been reviewed and updated.
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.