Ratified Date: 20/01/18

Transcription

1 Document Type: POLICY Title: Facility Time Target Audience: All Employees of Blackpool Teaching Hospital NHS Foundation Trust Author / Originator and Job Title: Eleanor Palmer-Rigby, HRBP Maggy Heaton, Staff Side Secretary Barry Casey, Staff Side Chair Chris Tucker, Unison Lead Rep Replaces: Version 2, CORP/POL/231, Facilities and Time Off for Safety Representatives Validated (Technical Approval) by: HR Policy Forum Ratified (Management Approval) by: Joint Negotiating Consultative Committee (JNCC) Issue Date: 20/01/2018 Unique Identifier: CORP/POL/231 Version Number: 3 Status: Ratified Divisional and Department: Human Resources (HR) Risk Assessment: Not Applicable Description of amendments: Sections 3.1, , Appendix 1 amended to reflect the requirements under the Trade Union Act Validation Date: 14/12/2017 Ratified Date: 20/01/18 Which Principles of the NHS Constitution Apply? 3 Is this available on Royal Marsden? No Review Date: 01/12/2020 Review dates and version numbers may alter if any significant changes are made aims to design and implement services, policies and measures that meet the diverse needs of our service, population and workforce, ensuring that they are not placed at a disadvantage over others. The Equality Impact Assessment Tool is designed to help you consider the needs and assess the impact of your policy in the final Appendix.

2 CONTENTS 1 Purpose Target Audience Policy Functions of Trade Union Representatives and Time off Provisions Facility Time with Pay Facility Time without Pay Conditions Relating To Facility Time Provisions Specific Guidance for Health and Safety Representatives Attendance at Meetings Conditions for Staff and Staff Representatives Who Are Required To Attend Meetings with Management Conditions for Staff and Staff Representatives Attending other Meetings Provision of Accommodation for Meetings Access by Full Time Officers Facilities for Trade Union Representatives Suspicion or Fraudulent activity Attachments Procedural Document Storage (Hard and Electronic Copies) Locations this Document Issued to Other Relevant / Associated Documents Supporting References / Evidence Based Documents Consultation / Acknowledgements with Staff, Peers, Patients and the Public Definitions / Glossary of Terms Author / Divisional / Directorate Manager Approval... 9 Appendix 1: Application for Facility Time/Training Time/Time in Lieu Appendix 2: Facilities And Time Off Work For Health And Safety Representatives Appendix 3: Equality Impact Assessment Form Page 2 of 19

3 1 PURPOSE The policy defines the facilities and facility time arrangements which the Trust will provide for accredited representatives to enable them to carry out trade union functions. This policy aims to support the development of an effective partnership between managers and trade union representatives and members of staff organisations in the conduct of employee relations within the Trust. This will ensure that the Trust is able to meet its statutory duties and continue to provide best possible care to patients and support the achievement pride in work for our staff. 2 TARGET AUDIENCE This policy applies to employees of the Blackpool Teaching Hospitals NHS Foundation Trust (known as The Trust ) who are accredited representatives including Health and Safety, Workplace Learning Representatives, and Equality Representatives of Trade Unions listed within the Trust s Joint Negotiating and Consultative Committee (JNCC) Constitution (See Section 7). 3 POLICY 3.1 Functions of Trade Union Representatives and Time off Provisions The Trust will provide statutory paid time off unless exceptional circumstances prevail, to allow local trade union representatives to carry out their legitimate functions, in accordance with national guidelines issued by the NHS Executive and the Advisory, Conciliation and Arbitration Service (ACAS) Code of Practice 3 Time off for Trade Union Duties and Activities. The passing of the Trade Union Act 2016 has seen an increased requirement for time off for trade union purposes to be captured and be reported upon. Consequently it is necessary for all applications for time off to be completed in full and to clearly specify whether the request is for a Trade Union duty or Trade Union Activity. Duties include (but are not limited to): Employee Relations representation Employer Negotiation Consultation including reorganisations, redundancy, policy meetings and Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) Attendance at JNCC / JLNC and associated meetings Health and Safety duties and meetings Learning Representative duties and meetings Agenda for Change duties and meetings Corporate Induction Training associated with being a trade union representative Page 3 of 19

4 Activities include (but not limited to): Meetings for election of Staff Side Representatives Branch activities including recruitment and election of branch officials Branch / area Reps meetings Attendance at National committees, conferences and meetings Where there is a difference of opinion as to whether a request is considered an activity or a duty, then agreement as to the correct distinction should be reached with the Head of Strategic HR Facility Time with Pay Reasonable facility time with pay will be granted to accredited representatives where this is required:- For the performance of functions described in 3.1 above. For attendance at annual national conferences of the union. For employee relations training approved by the Trust (see Section ) The level of facility time will be commensurate with the role of the representative Normally time off with pay will be granted to delegates to attend conferences, usually one per union. Any applications for additional attendees based upon area of specialism for specific representatives or trade union membership levels should be discussed and agreed with the Deputy Director of Workforce. In considering applications the Deputy Director will take into account appropriateness and level of activity of the Representative to ensure that those attending are active and supporting partnership working within the Trust Facility Time without Pay The Trust may grant time off without pay where requested by trade union representatives to allow them to undertake trade union activities, which are not incorporated in the functions outlined above Conditions Relating To Facility Time Provisions General Facility time must be used conscientiously and efficiently and representatives should not extend the time they are absent from work. Management reserves the right to raise any legitimate concerns in individual cases. In most cases reasonable advance notice (minimum 7 days) should be given to the management in order to ensure service provision can be maintained, where this is practical. It is recognised that for some situations this may not be possible. Page 4 of 19

5 An indication should be given of the general nature of the business (e.g. meeting with member, meeting with a manager, disciplinary hearing etc.) and the expected duration of the absence. This should be done prior to leaving the place of work, and the reasons for the request should be given. It is recognised that representatives may, from time to time, require time off at short notice and managers will endeavour to accommodate this where practicable. Facility time may not be granted if insufficient notice is provided or where exceptional circumstances prevail affecting the safe delivery of service Requests for Facility Time From April 2017 public sector bodies need to record how much time and at what cost as a percentage of payroll is used for facility time. This forms part of the provisions arising from the Trade Union Act 2016 (the Act). Requests for time off, either with or without pay (see 3.1.2), must be notified in writing to the appropriate Head of Department for approval using the Application for Facility Time for Trade Union Duties form (attached as Appendix 1). This is to enable the Trust to be able to provide accurate information relating to the provision of Facility Time agreed and declined in accordance with the Act. The Head of Department should ensure that all approved time off for trade union activities including training, is recorded correctly on the appropriate electronic time recording system (e-rostering or web data entry) clearly identifying the time off as either a trade union duty or activity. When approving time off arrangements, Heads of Department should take into consideration the pressures within the department and the provisions of the Working Time Regulations, especially in relation to daily and weekly rest breaks. Any disputes about approval should be referred in the first instance to the appropriate Workforce Business Partner from the relevant Division/Directorate, and to the Head of Strategic HR where there are ongoing issues or concerns Regular Structured Facility Time The Trust acknowledges that it is appropriate in certain circumstances to allow regular structured facility time. It is expected that such circumstances will be exceptional and that the trade union representatives involved will carry out additional responsibilities on behalf of their staff side colleagues as well as their members. Requests for regular structured facility time must be referred to the Head of Strategic HR, who will consult with the appropriate Divisional Directorate Manager before confirming a decision. Such requests will be considered in the context of the responsibilities and workload of the trade union representative as well as the needs of the service and the application form at Appendix 1 must still be completed. Where structured time off is granted, the representatives concerned will be expected, wherever possible, to carry out the full range of their trade union functions within the structured time off provided and this must be accurately recorded. The Trust supports the provision of assigned Facility Time to those elected in accordance with the Staff Side Constitution to the positions of Staff Side Chair and Staff Side Page 5 of 19

6 Secretary. Each post is entitled to 2.5 days Facility Time each week to fulfil those duties and responsibilities Facility Time for Training for Trade Union duties Requests for time off for training, with or without pay, must be applied for in advance providing a minimum of 2 months notice. Training must be agreed with the Head of Department before making a commitment with the relevant Trade Union. When considering an application the line manager must balance the needs of the service in addition to ensuring the training is relevant, practical and that the request is reasonable. In determining what is reasonable it is prudent to take into account the ACAS guidance (See Section 8) and the level of training previously approved. Whilst there is no defined entitlement it is anticipated that no more than 15 days in any annual leave year would be considered reasonable for Lead Representatives and no more than 10 days for non-lead Representatives. It is recognised however that exceptions may be considered by the Deputy Director of Workforce on an individual basis. In determining approval, priority will always be given to training courses for new representative s attendance on accreditation courses. Time off with pay is normally granted, subject to the needs of the service, but responsibility for fees and expenses for such training rests with the union concerned. Where authorised training is undertaken at a time when the representative would not otherwise have been at work, full time staff will be entitled to time off in lieu, where possible through adjustments to that week s work arrangements. Part time staff will be entitled to payment at plain time rates for hours spent on the course up to the normal full time hours for their grade Emergency Calls from Members Where an accredited representative receives an emergency call from a member, the representative shall request permission from his/her head of department or supervisor before leaving his/her post. 3.2 Specific Guidance for Health and Safety Representatives Refer to Appendix Attendance at Meetings Conditions for Staff and Staff Representatives Who Are Required To Attend Meetings with Management Where meetings are arranged between management and staff representatives in accordance with national or local procedures or practices, e.g. JLNC, JNCC, Health and Safety Committee, sufficient notice will be provided for these meetings to facilitate the planning of workload. In most cases 12 month meeting dates are provided and these should be shared with line managers. Page 6 of 19

7 Representatives will be permitted to attend without loss of pay providing that approval is first sought from the appropriate Head of Department in accordance with the provisions above (See Section 3.1.3). Permission to attend will not be unreasonably withheld. Staff who are required to attend such meetings during times when they would not normally have been at work and who are unable to send a deputy, will be entitled to time off in lieu, which should be taken within the following 6 weeks, unless the needs of the service would be better served by payment being made. The representative will be entitled to claim payment in accordance with the Terms and Conditions of Service for their grade. The approximate duration of the meeting must be agreed in advance between the representative and his/her manager and time owing / payment authorised by the Head of Department. These provisions also apply to staff side members of such committees for reasonable preparation time prior to the meeting Conditions for Staff and Staff Representatives Attending other Meetings The Trust recognises that individual representatives have a need to meet with other representatives within the Trust from time to time to discuss matters pertaining to the conduct of employee relations within the Trust. Such meetings should be organised at intervals and for durations which are reasonable and appropriate to the matters to be discussed. Staff will be allowed to attend such meetings, subject to prior approval from their head of department, without loss of pay. However, should a meeting be arranged outside a representative s normal hours of work, no time off in lieu/payment will be granted if he/she decides to attend the meeting, subject to the arrangements allowed in 3.1 above. Meeting Room Facilities may be made available for an annual general meeting to be held on Trust premises. Where official demonstrations, rallies and emergency branch meetings are held and permission is sought in advance, leave without pay may be granted subject to the needs of the service. Trade unions will co-operate in keeping such requests within reasonable limits Provision of Accommodation for Meetings Management is prepared, on request, to provide accommodation on hospital premises for official meetings of union members taking place at reasonable times outside working hours and for those within working hours as may be agreed Access by Full Time Officers Full time officers of recognised trade unions will, by arrangement with management, have access to branch officers or members on Trust premises for the performance of their duties under paragraph 3.1 above. Access will normally be arranged in an appropriate non clinical area. Page 7 of 19

8 3.4 Facilities for Trade Union Representatives The Trust will provide an office with furniture and access to IT for joint use by accredited representatives of recognised trade unions. The Trust will also provide notice boards for the display of trade union material. No trade union notice may be displayed elsewhere without the agreement of the manager of the area concerned. 3.5 Suspicion or Fraudulent activity Any suspicion of fraudulent activity will be referred to the Trust s Counter Fraud Specialist for investigation, in accordance to the Trust s Counter Fraud, Bribery and Corruption Policy. 4 ATTACHMENTS Appendix Number Title 1 Application for facility time/time off in lieu for trade union duties 2 Facilities And Time Off Work For Health And Safety Representatives 3 Equality Impact Assessment Form 5 PROCEDURAL DOCUMENT STORAGE (HARD AND ELECTRONIC COPIES) Electronic Database for Procedural Documents Held by Procedural Document and Leaflet Coordinator 6 LOCATIONS THIS DOCUMENT ISSUED TO Copy No Location Date Issued 1 Intranet 20/01/ Wards, Departments and Services 20/01/ OTHER RELEVANT / ASSOCIATED DOCUMENTS Unique Identifier Title and web links from the document library JNN Constitution 8 SUPPORTING REFERENCES / EVIDENCE BASED DOCUMENTS References In Full ACAS. (January 2010). Code of Practice 3: Time off for trade union duties and activities, including guidance on time off for union learning representatives. Available: July-2011.pdf. Last accessed 03/02/2014. Crown. (1998). The Working Time Regulations Available: Last accessed 03/02/2014. Crown. (2006). The Transfer of Undertakings (Protection of Employment) Regulations Available: Last accessed 20/12/2017. Page 8 of 19

9 8 SUPPORTING REFERENCES / EVIDENCE BASED DOCUMENTS References In Full Crown. (2016). Trade Union Act Available: Last accessed 20/12/ CONSULTATION / ACKNOWLEDGEMENTS WITH STAFF, PEERS, PATIENTS AND THE PUBLIC Name Designation Date Response Received Rhia Hardon Unison Lead Negotiator/Branch Chair 10 DEFINITIONS / GLOSSARY OF TERMS ACAS Advisory, Conciliation and Arbitration Service HR Human Resources IT Information Technology JLNC Joint Local Negotiating Committee JNCC Joint Negotiating And Consultative Committee NHS National Health Service The Trust HR & OD Human Resources and Organisation Development TUPE Transfer of Undertakings (Protection of Employment) Regulations AUTHOR / DIVISIONAL / DIRECTORATE MANAGER APPROVAL Issued By Eleanor Palmer- Rigby Checked By Lesley Smith-Payne Job Title HR Business Partner Job Title Head of Strategic HR Date October 2017 Date October 2017 Page 9 of 19

10 APPENDIX 1: APPLICATION FOR FACILITY TIME/TRAINING TIME/TIME IN LIEU Part A APPLICATION FOR FACILITY TIME / TRAINING TIME / TIME OFF IN LIEU FOR TRADE UNION DUTIES / LEARNER REPRESENTATIVES Full Name and Job Title... Division and Department... Part B This part must be completed in advance for all requests for time off work (or claim for time in lieu) to undertake duties or activities in your capacity as an elected Representative, including individual representation, meetings of the staff side or jointly with management, attendance at training courses etc. If, for any reason, a form cannot be completed in advance, you must obtain permission to leave work and the form must be completed as soon as possible. This excludes requests for training when permission in advance must always be obtained. In accordance with the Trade Union Act 2016 the Trust is legally required to identify the duties and activities undertaken by employees acting on behalf of a Trade Union. Therefore it is essential that you confirm whether your request is for time off for a Duty or an Activity in accordance with Section 3.1. of this policy. Reason for Absence (including date and time of duties undertaken where the application is for time off in lieu) Leave/time off in lieu requested from (date)...(time)...to (date)...(time)... Page 10 of 19

11 APPENDIX 1: APPLICATION FOR FACILITY TIME/TRAINING TIME/TIME IN LIEU No. of working hours / days... No of working hours / days granted in the last 12 months Duty or activity (please confirm). Signature of Representative...Date... Declaration by signing this application form I confirm that the information on this form is true, factually correct and complete. I understand that if I knowingly provide false information this may result in disciplinary action and I may be liable for prosecution and civil recovery proceedings. I consent to the disclosure of information from this form and any associated documentation, to the Local Counter Fraud Specialist and/or NHS Counter Fraud Authority, for the purpose of verification and the investigation, prevention, detection and prosecution of fraud. Part C (For completion by Head of Department) Time off/time off in lieu to undertake Trade Union duties is approved/not approved* (Please delete as appropriate) If approved, number of hours/days approved... Paid/Unpaid* Reason for non-approval:....(please state) Signed... Date... Designation... Following completion, the information from this form must be entered on to the relevant data entry system (ESR connect for web data entry or E-Rostering) using the correct identification as to whether this is a duty or activity. A copy must then be placed on the employee s personal file. If an approved activity or duty is cancelled, notification must be provided as soon as possible to the line manager so the entry can be withdrawn Page 11 of 19

12 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES The Trust will provide facilities for the election of Health and Safety Representatives to be held in the workplace, during work time. All appointments and resignations will be notified in writing to the Head of Human Resources Department at the earliest opportunity by the relevant staff organisation or trade union. The Health and Safety Manager will receive an updated list of representatives as at 30 April each year. Staff organisations and trade unions will ensure that all Health & Safety Representatives are provided with written credentials setting out their rights and obligations. These will be regularly reviewed and updated as appropriate by the staff organisations and trade unions. FACILITIES FOR TIME OFF WITH PAY The Trust will grant reasonable time off with pay, for Health and Safety Representatives to carry out the following Health and Safety functions relating to the Trust and to the employees they represent: To investigate potential hazards and dangerous occurrences at the workplace whether or not they are drawn to his/her attention by the employees he/she represents and to examine causes of accidents at the workplace. To investigate complaints by any employee he/she represents relating to that employee s health, safety, or welfare at work. To make representations to the appropriate department Manager on general matters affecting the health, safety or welfare at work of the employees at the workplace. To carry out inspections of the workplace as follows: A formal inspection of the workplace or part of it once every three months if desired. However, where there has been a revised method of work, structural change, or new machinery, an inspection of that change may take place within three months of the date of the previous inspection. Health and Safety Representatives shall give one week s notice in writing of an intended inspection, using the appropriate forms (see appendices), to the appropriate department head, unless exceptionally a potentially dangerous situation warrants an immediate inspection. Page 12 of 19

13 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES To inspect a workplace where there has been a notifiable accident, dangerous occurrence, or where a notifiable disease has been contracted, provided it is safe for such an inspection to be carried out. Management representatives will be required to accompany Health and Safety Representatives on all inspections. Following an inspection, Health and Safety Representatives shall record their comments on the forms provided and send a copy of their report to the appropriate department head and Health and Safety Manager. To attend meetings of the recognised Health and Safety Committee of which he/she is a member where he/she attends in his/her capacity as a Health and Safety Representative. To attend meetings initiated by management requiring the attendance of Health and Safety Representatives. To attend meetings with other Health and Safety Representatives in accordance with Management of Health and Safety Regulations Health and Safety Representatives shall be notified of any inspection to be carried out by the Health & Safety Executive and be informed of the Inspector s conclusions. To meet with the Health and Safety Executive if requested. To present outcomes of Health & Safety issues to the relevant employees and Health and Safety Committee. RESTRAINTS ON INFORMATION Certain information, including the following, may be legally restricted by the Trust. Apart from such issues the Representatives have a right to relevant information concerning Health & Safety. Restrictions may be applied to information if: Its disclosure is against the interest of national security Its disclosure contravenes a prohibition imposed by or under an enactment It relates specifically to an individual unless that individual has consented to release of the information It has been obtained by the Trust for the purpose of bringing, prosecuting or defending any legal proceedings. Its disclosure would, for reasons other than its effect on health, safety or welfare at work, cause substantial injury to the Trust s undertaking or, where the information was supplied to the Trust by some other person, to the undertaking of that other person. Page 13 of 19

14 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES EXTERNAL ADVICE AND RIGHT OF ACCESS TO WORK In the event of a Health and Safety Representative deciding to ask an Inspector of the Health and Safety Executive to visit an area under, or affected by, his/her jurisdiction he/she will normally notify the Manager in charge of the work area concerned, the Health and Safety Manager and the Head of Organisation Development and Human Resources Department before taking action Any dispute over access to work will be firstly raised with the Manager in charge of the area. Failure to quickly resolve the issue will be notified to the Health and Safety Manager and the Human Resources Department for advice and resolution. HEALTH AND SAFETY REPORT FORM NO. 1 REQUEST TO INSPECT Site / Department / Ward / Clinic In accordance with Health and Safety Legislation I request facilities and support to inspect the following areas: Location(s): Date: Location(s) Date: Location(s): Date: Safety Representative(s): (Inspection Leader) Safety Representative(s): Date of application: (At least 7 calendar days notice is required) Signed: (Inspection Leader) To Inspection Leader from Dept. Manager. Arrangements for an inspection in accordance with Health and Safety Legislation are confirmed as follows: Location(s): Date: Page 14 of 19

15 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES Location(s): Date: Location(s): Date: The Management Representative(s) will be:(name) (Designation): Please notify: on your arrival. Signed: Date: Department Head Page 15 of 19

16 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES HEALTH AND SAFETY REPORT FORM NO. 2 INSPECTION REPORT Site / Department / Ward / Clinic: Following inspection of the following locations we draw attention to the items noted and request corrective action be taken as follows: Location: Date of visit: Action needed: Location: Date of visit: Action needed: Location: Date of visit: Action needed: Location: Date of visit: Action needed: Health & Safety Representatives Management Representatives Signed: Signed: Copies to: Health & Safety File, Health & Safety Manager, Head of Department Page 16 of 19

17 APPENDIX 2: FACILITIES AND TIME OFF WORK FOR HEALTH AND SAFETY REPRESENTATIVES HEALTH AND SAFETY REPORT FORM NO. 3 NOTIFICATION OF UNSAFE CONDITIONS OR PRACTICES BTH : In accordance with Health and Safety Legislation I draw attention to the following and request corrective action be taken as follows: Location: Date noted: Action needed: Signed: Health & Safety Representative Date: Contact Phone No: Received and noted: Date: Head of Department: NB: Copy to be returned to sender by return of mail. Received and noted: Health & Safety Representative Date: Page 17 of 19

18 APPENDIX 3: EQUALITY IMPACT ASSESSMENT FORM Department Organisational wide Service or Policy Policy Date Completed: June 2017 GROUPS TO BE CONSIDERED Deprived communities, homeless, substance misusers, people who have a disability, learning disability, older people, children and families, young people, Lesbian Gay Bi-sexual or Transgender, minority ethnic communities, Gypsy/Roma/Travellers, women/men, parents, carers, staff, wider community, offenders. EQUALITY PROTECTED CHARACTERISTICS TO BE CONSIDERED Age, gender, disability, race, sexual orientation, gender identity (or reassignment), religion and belief, carers, Human Rights and social economic / deprivation. QUESTION RESPONSE IMPACT What is the service, leaflet or policy development? Issue Action Positive Negative Raise awareness of policy Yes and relevant stakeholder The policy is to ensure all staff side representatives and their managers are clear about facility time. What are its aims, who are the target audience? Does the service, leaflet or policy/ development impact on community safety Crime Community cohesion Is there any evidence that groups who should benefit do not? i.e. equal opportunity monitoring of service users and/or staff. If none/insufficient local or national data available consider what information you need. Does the service, leaflet or development/ policy have a negative impact on any geographical or sub group of the population? How does the service, leaflet or policy/ development promote equality and diversity? Does the service, leaflet or policy/ development explicitly include a commitment to equality and diversity and meeting needs? How does it demonstrate its impact? Does the Organisation or service workforce reflect the local population? Do we employ people from disadvantaged groups Will the service, leaflet or policy/ development i. Improve economic social conditions in deprived areas ii. Use brown field sites iii. Improve public spaces including creation of green spaces? Does the service, leaflet or policy/ development promote equity of lifelong learning? Does the service, leaflet or policy/ development encourage healthy lifestyles and reduce risks to health? Does the service, leaflet or policy/ development impact on transport? What are the implications of this? Does the service, leaflet or policy/development impact on housing, housing needs, homelessness, or a person s ability to remain at home? Are there any groups for whom this policy/ service/leaflet would have an impact? Is it an adverse/negative impact? Does it or could it (or is the perception that it could exclude disadvantaged or marginalised groups? Target audience is managers and staff representatives. N/A N/A N/A NO N/A N/A NO N/.A N/A Ensures a consistent approach for facility time. The policy includes a completed EA to highlight any potential for a negative adverse impact All workforce reflective of local population N/A N/A N/A N/A N/A None Identified All policies and procedural documents include an EA to identify any positive or negative impact Page 18 of 19

19 APPENDIX 3: EQUALITY IMPACT ASSESSMENT FORM Does the policy/development promote access to services and facilities for any group in particular? Does the service, leaflet or policy/development impact on the environment During development At implementation? N/A N/A ACTION: Please identify if you are now required to carry out a Full Equality Yes (Please delete as Analysis appropriate) Name of Author: Signature of Author: Eleanor Palmer-Rigby Date Signed: June 2017 Name of Lead Person: Signature of Lead Person: Name of Manager: Signature of Manager Lesley Smith-Payne Date Signed: June 2017 Lesley Smith-Payne Date Signed: June 2017 Page 19 of 19