Social Networking Policy and Procedure
|
|
- Maryann Cecilia Dennis
- 5 years ago
- Views:
Transcription
1 Social Networking Policy and Procedure Author: Alex Holly, HR Business Partner 1
2 DOCUMENT DETAIL Author: A Holly Job Title: HR Business Partner Signed: Date: Version No: (Author Allocated) 2 Next Review Date: December 2014 Approving Body/Committee: Chair: Signed approval checklist Trust Industrial Relations Group Alex Nestor Date Approved: 19 th March 2013 Target Audience: All Staff Date of Equality Impact Assessment: February 2011 Date of Issue March 2011 March 2013 Version No. Next Review Date Document History Date Approved Executive or Div Lead Responsible for Change v1 Dec Feb 2011 Director of Workforce & Organisational Development v2 Dec March 2013 Director of Workforce & Organisational Development Nature of Change eg: new legislation Revision Consultation: This document was reviewed with the following individuals and groups HR Business Partners, Employee Services Staff Side via Trust Policy Group Trust Industrial Relations Group Author: Alex Holly, HR Business Partner 2
3 TABLE OF CONTENTS 1 INTRODUCTION PURPOSE DEFINITIONS AND SCOPE ROLES and RESPONSIBILITIES EXPECTATIONS 5 6 CONTRAVENTION OF EXPECTATIONS REFERENCES.. 6 Author: Alex Holly, HR Business Partner 3
4 1. INTRODUCTION University Hospitals Bristol NHS Foundation Trust recognises that Information technology (IT), and the internet in particular, is an integral part of the daily lives of staff. Many staff will have access to computer not only within the Trust but at home as well. The growing popularity of social networking sites and applications such as MySpace, LinkedIn, Facebook, Bebo, Twitter etc has raised the risks of staff experiencing potentially serious legal and professional repercussions through the inappropriate use (if only inadvertently) of this recent technology. Although the use of these social networking sites is not permitted on Trust computers, there is growing awareness of how its misuse at home may impact on the Trust, our patients and our staff. This policy is designed to give guidance to all staff on avoiding these risks when using social networking sites and applications from personal computers. The principles of this of this policy also apply to the use of Trust and internal messaging systems. 2. PURPOSE The purpose of this policy is to set guidelines for the use of social networking websites and applications through ensuring: that staff are aware of the potential legal and governance risks associated with the use of social networking sites from personal computers; that the Trust is not exposed to these legal and governance risks; that staff and managers are aware of their responsibilities in relation to social networking sites and applications that clear and defined procedures are set out to support managers to tackle any use of social networking sites and applications which may be in contravention to these guidelines. 3. DEFINITIONS AND SCOPE A Social Networking site is defined as any website in which an individual is able to write and post material which by doing so then appears in the public domain. This includes social networking sites such as Facebook, MySpace etc as well as blogging sites such as Twitter and Blogger, and media sharing sites such as YouTube. A Social Networking application is any computer-based software which also allows a user to post material into the public domain. This policy applies to all employees of University Hospitals Bristol NHS Foundation Trust. It also applies to agency workers, students, trainees, volunteers and contractors who may not be directly employed by the Trust but are carrying out work on behalf of the Author: Alex Holly, HR Business Partner 4
5 Trust. Employees, contractors and agency workers will henceforth be referred to as staff for ease. 4. ROLES AND RESPONSIBILITIES 4.1 Staff All staff should: be aware of this policy and comply with the expectations as set out in Section 5, below speak to their line manager/supervisor or a member of the Employee Services team if they are not sure about any aspect of this policy. speak to their line manager/supervisor or the Employee Services team if they feel they have witnessed behaviour in contravention to the expectations as set out in Section Managers Managers should: Make all of their staff aware of this policy and its provisions Directly deal with any contravention of this policy with the member of staff involved in line with the appropriate policy Seek advice from the Employee Services team if they are unsure how to tackle a particular issue or are not clear about the provisions of the policy Keep records of all discussions with the member of staff relating to this policy and its provisions 5. EXPECTATIONS Staff must; not make disparaging remarks about the Trust, its patients or fellow employees on a social network site avoid any identification of the Trust on the profile page of a social network site not make any remarks on a social network site that may compromise the Trust. not air personal grievances related to any aspect of employment with the Trust where others may be able to read them not identify patients in the care of the Trust, or post information that may lead to the identification of a patient not take private film or photos, whether on phone cameras or otherwise, of patients in their care be aware of what is in the background (unintended disclosure of personal information) if taking photographs on Trust premises not post anything which may be considered unlawful or may otherwise bring the Trust into disrepute on their network site / social networking profile page. Author: Alex Holly, HR Business Partner 5
6 Furthermore when staff are working from home using personal computers to undertake Trust business they should not use social networking sites or other nonwork related sites when they are supposed to be working or to the detriment of the expected level of performance. The Trust is aware that phone technology enables staff to access social networking sites or other non-work related sites on personal phone applications. Staff must not use their personal phones when they are supposed to be working or to the detriment of the expected level of performance. 5.1 Professional Networking Sites The expectation above relating to the avoidance of identification of the Trust on Social Networking sites does not apply to professional networking sites, e.g. LinkedIn, where appropriate identification is permitted. However, all other expectations set out above still apply and contravention will be subject to the same sanctions as set out in Section 5 above. 6. CONTRAVENTION OF EXPECTATIONS Contravention of the above expectations may be considered: a disciplinary offence in line with the Trust s Disciplinary Policy bullying and harassment in line with the Trust s Bullying and Harassment policy a breach of the law on confidentiality, a breach of the employment contract with the Trust a breach of a member of staff s professional Code of Practice to bring the Trust into disrepute in line with the Staff Conduct Policy which may be treated as gross misconduct 7. REFERENCES Other relevant Trust documents can be found on Connect on HR Web: Disciplinary Policy Staff Conduct Policy Tackling Bullying and Harassment at Work Policy Trust Values The Trust s Information Governance Policy is also relevant and may be found on Connect. Author: Alex Holly, HR Business Partner 6
Social Media. Guide for employees
Social Media Guide for employees This guide outlines the standards of behaviour expected from all employees when using social media as part of their job for Royal Mail and also for personal use where it
More informationSocial Media Policy. Reference: HR th December Induction CD/ Sharepoint/ EDRMS HR Site/ Website
Social Media Policy Reference: Document Type: Status of Document: Policy Final Version: 1.2 Date Approved: 16 th December 2014 Approved By: Publication Date: Review Date Policy Owner Applies to: Document
More informationSocial Networking Policy
Social Networking Policy Policy Number Target Audience Approving Committee SOCIAL001 CCG staff CCG Chief Officer Date Approved December 2015 Last Review Date July 2015 Next Review Date July 2017 Policy
More informationLawnswood Campus. Social Media Policy
Lawnswood Campus Social Media Policy Review Date: Local Agreement guidance followed for updates Please read Governors as Management Board Schools as PRUs Signed by the Chair of the Management Board:. Date:
More informationGIRL GUIDES AUSTRALIA (GGA) SOCIAL MEDIA POLICY
ACN 070 581 770 GIRL GUIDES AUSTRALIA (GGA) SOCIAL MEDIA POLICY This policy is to be provided to all employees, adult and youth members, and volunteers of GGA, its member State Girl Guide Organisations
More informationHollyfield Primary School Social Media Policy
Hollyfield Primary School Social Media Policy Learning Trust for Excellence Contact Person: Committee: Head Teacher Full Governing Body Date of Approval: 13.5.15 Date Last Amended: 13.5.15 Review Date:
More informationDisciplinary Policy. Page 1
Disciplinary Policy Page 1 Disciplinary Policy Doc. Ref. No. HR007 Title of Document Disciplinary Policy Author s Name Rob Osment Author s job title HR Business Partner Dept / Service Human Resources Doc.
More informationSocial Media Policy. To provide guidance for staff, volunteers and contractors on the appropriate use of social media. Purpose.
Social Media Policy Solent NHS Trust policies can only be considered to be valid and up-to-date if viewed on the intranet. Please visit the intranet for the latest version. Purpose Document Type Reference
More informationWHISTLE BLOWING POLICY
WHISTLE BLOWING POLICY Introduction The Tandridge Learning Trust is committed to the highest possible standards of honesty, openness, probity and accountability. It seeks to conduct its affairs in a responsible
More informationPolicy for Use of Social Media
Policy for Use of Social Media Ref. TP080 Policy for Use of Social Media Page 1 of 13 1 DOCUMENT PROFILE and CONTROL. Purpose of the document:. To help staff understand their responsibilities when using
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Version 2.5 Important: This document can only be considered valid when viewed on the Trust website. If this document has been printed or saved to another location, you
More informationArchway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1
ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES 1 1.1 Disciplinary Rules We require high standards of discipline from our employees, together with satisfactory standards of work.
More informationSocial Media in the Workplace
Social Media in the Workplace AUSTRALIA 1 POLICY STATEMENT William Demant Holding Pacific Region hereafter referred to as The Company recognises that the use of social media is increasingly widespread
More informationguide to using social media for NHS Staff in Blackburn with Darwen
guide to using social media for NHS Staff in Blackburn with Darwen Why should you read it? Why use social media? The guidelines are designed to help you get the best out of the social media tools available
More information1.1 This policy covers the Company s procedure relating to disciplinary issues, where there is suspicion of misconduct.
Disciplinary Policy 1. Overview 1.1 This policy covers the Company s procedure relating to disciplinary issues, where there is suspicion of misconduct. 1.2 It applies to all employees. It does not apply
More informationINSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)
Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014
More informationDated July 2017 ALTUS STRATEGIES PLC. ( Company ) SOCIAL MEDIA POLICY
Dated July 2017 ALTUS STRATEGIES PLC ( Company ) SOCIAL MEDIA POLICY Tel +44 (0)370 903 1000 Fax +44 (0)370 904 1099 mail@gowlingwlg.com www.gowlingwlg.com CONTENTS Clause Heading Page 1 ABOUT THIS POLICY...
More informationHuman Resources. Bullying and Harassment Policy and SOP. Document Control Summary. Replacing H/BLU/dr/01. Status: Version: V2.
Human Resources Bullying and Harassment Policy and SOP Document Control Summary Status: Replacing H/BLU/dr/01 Version: V2.0 Date: Author/Owner/Title: Author: Sarah Guy, HR Manager Owner: Alyson Sargeant,
More informationCoca-Cola Amatil SOCIAL MEDIA POLICY
Coca-Cola Amatil SOCIAL MEDIA POLICY September 2012 Policy: Social Media Policy Approval Date: 17th September 2012 Approved By: Sally Loane Version: 1.2 Amendments: Minor change Previous Version: 1.1 Previous
More informationSocial Media Policy POLICY TITLE: UPDATED ON: 1 st July 2015 APPROVED BY BOARD ON:
POLICY TITLE: Social Media Policy UPDATED ON: 1 st July 2015 APPROVED BY BOARD ON: Purpose Social media offers the opportunity for people to gather in online communities of shared interest and create,
More informationDEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF
Issue Date:- 8/9/09 Final DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF 1. Policy statement The College is committed to the elimination of discrimination on the grounds of
More informationHarassment & Bullying
Harassment & Bullying Fierté Multi Academy Trust 2017-2018 Harassment and Bullying Policy This information can be made available in a range of formats and languages, including Braille and large print.
More informationSt Philip Neri RC Primary School. Employee Social Media Policy
St Philip Neri RC Primary School Employee Social Media Policy Index The Policy Introduction Aim Definition Scope Responsibilities Personal use of social media at work Employee responsibilities when using
More informationSocial Media Policy. Reader Panel (as described within this document) and Document Review Group
Social Media Policy Document Control: Document Author: Helen Cruess Document Owner: Document Review Group Electronic File ame: Social Media Policy dated March 2013 Document Type: Corporate Policy Stakeholder
More informationRevised Disciplinary Policy. Revised May 2017
Revised Disciplinary Policy Revised May 2017 INDEX Section Pages 1. Policy Statement 2 2. Scope 2 3. Principles 3 4. Procedure 3 Informal Action 3 Formal Action: Stage 1 The Investigation 4 Formal Action:
More informationWESTFIELD PRIMARY SCHOOL ANTI-STRESS POLICY
WESTFIELD PRIMARY SCHOOL ANTI-STRESS POLICY Introduction This policy applies to employees of Westfield Primary School only. It does not form part of any employee s terms and conditions of employment and
More informationpeople policies Whistleblowing Procedure
people policies Whistleblowing Procedure Contents About this procedure... 3 What is whistleblowing?... 3 How to raise a concern... 3 Confidentiality... 4 External disclosures... 4 Investigation and outcome...
More information3.1. Breach Use of social media which contravenes Ermha s Social Media Policy, any other Ermha Policy, or the law.
PURPOSE Social media is a highly accessible and scalable publishing tool that brings many benefits as well as some risks. Social media is variously defined as a professional, public and private space,
More informationFACC Social Media Guidelines & Policy
Fulshear Area Chamber of Commerce http://www.fulshearareachamber.com/ Phone: 832. 600.3221 FACC Social Media Guidelines & Policy The Fulshear Area Chamber of Commerce (FACC) Board and staff recognize the
More informationPolicy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS)
NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE SPECIAL HEALTH AUTHORITY Policy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS) Responsible Officer
More informationWHISTLEBLOWING POLICY
WHISTLEBLOWING POLICY Version 1.0 Name of policy writer HR Date written July 2017 Last updated July 2017 Approved by Trustees Record of Alterations Version 1.0 Original CONTENTS 1. Introduction 2. Purpose
More informationIntroduction DO NOT E-SAFETY
E-SAFETY Introduction Digital technology has become an important part of everyday life and offers exciting opportunities. However the increasing number of cases where workplace practice has highlighted
More informationPrevention of Bullying, Harassment and Occupational Violence
Murrindindi Shire Council Policy Title: Prevention of Bullying, Harassment and Occupational Violence Type: Organisational File No: SF/104 D14/6979 Date Adopted 8/5/2014 Next Review Date: 2017 Revision
More informationDiscipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016
Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour
More informationWhistle Blowing Policy
Whistle Blowing Policy December 2012 1 Introduction 1.1 This policy is intended to help employees of the Focus-Trust who have major concerns over any wrong doing relating to unlawful conduct, financial
More informationUNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE
UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance
More informationStaff Whistleblowing Policy
Staff Whistleblowing Policy Policy: Whistleblowing Effective Date: November 2014 Revision Number : 4.0 Revised: January 2017 Reviewable: As required Author: Educate HR/Business Manager Revision History
More informationGrievance Procedure. Chris Nash, Associate Director of Human Resources and Workforce Transformation
Grievance Procedure Worcestershire Health and Care NHS Trust Grievance Procedure Document Type Human Resources Policy Unique Identifier HR-HACW-10 Document Purpose Document Author Target Audience The Trust
More informationUNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST DIGNITY AT WORK POLICY
UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS TRUST 1 Introduction DIGNITY AT WORK POLICY 1.1 For the vast majority of staff of the Morecambe Bay Hospitals NHS Trust, work is a challenging but rewarding experience.
More informationStress Policy. Adopted by the Trust Board on 6 December 2016
Stress Policy Adopted by the Trust Board on 6 December 2016 Contents 1 Introduction to stress policy 2 2 What is stress? 2 3 Legal obligations 2 4 Scope and purpose of the policy 2 5 Personnel responsible
More informationDisciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016
Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in line
More informationCONTROLLED DOCUMENT. Disciplinary Policy
CONTROLLED DOCUMENT CATEGORY: Disciplinary Policy CLASSIFICATION: Policy Human Resources PURPOSE For compliance with the Statutory requirements of Employment Law specifically the Employment Act 2008. This
More informationRESEARCH COUNCIL WHISTLEBLOWING POLICY
Contents Policy statement 1. Principles 2. Before taking action 3. Matters of concern 4. Informal procedure 5. Formal procedure 6. Appeals procedure 7. Protection outside this procedure 8. Outside organisations
More informationCode of Conduct. Enhancing Life and Liveability
Code of Conduct Enhancing Life and Liveability 2 Table of contents 1 About our Code of Conduct 1.1 Introduction 1.2 Our Code of Conduct 1.3 Who has to comply with the Code? 1.4 When does the Code apply?
More informationDisciplinary Policy and Procedure. Chair of Governors. Executive Headteacher
Disciplinary Policy and Procedure Signature: Name:.. Chair of Governors Signature: Name:.. Executive Headteacher Date: Date:. Reviewed October 2014 Reviewed November 2015 Reviewed and Amended October 2016
More informationDisciplinary, Dismissal and Grievance Procedures. The following general principles will apply to the Disciplinary, Dismissal and Grievance Procedures
Company Name: Platinum Personnel Solutions UK LTD Model Policy No. Grievance 01 Model Policy Name: Disciplinary, Dismissal and Grievance Procedures Date: Date adopted 10 th January 2015 Version: 1 GENERAL
More informationRegulation pertaining to disciplinary & related procedures for academic staff
Regulation pertaining to disciplinary & related procedures for academic staff Table of Contents 1. Application... 2 2. Introduction... 2 3. General Principles... 2 4. Investigation... 3 5. Informal guidance
More informationQueen s Croft High School STAFF DISCIPLINARY POLICY
Queen s Croft High School STAFF DISCIPLINARY POLICY Prepared by: Jackie Hesslegrave, Business Manager Checked by: Peter Hawksworth, Headteacher Adopted by Governors: January 2018 Review Date: January 2019
More informationTerms of Engagement SW London Collaborative Staff Bank
Terms of Engagement SW London Collaborative Staff Bank In joining the South West London Collaborative Staff Bank, you agree to the following terms which govern the arrangements under which you may be offered
More informationDISCIPLINARY POLICY REVIEWED BY DATE APPROVED BY Date of Issue: 07/11/2013 Version No: 1 Date of Review: August 2014
DISCIPLINARY POLICY REVIEWED BY DATE POLICY DEVELOPMENT GROUP 23.10.2013 APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and 07.11.2013 Governance Committee Date of Issue: 07/11/2013
More informationEquality & Diversity Policy
Equality & Diversity Policy Page 1 of 7 / Equality & Diversity Policy / 07/2017 / V2.0 / LC Core Documentation Cover Page Equality & Diversity Policy Version number Dates produced and approved (include
More informationIDEFORD PARISH COUNCIL DISCIPLINARY POLICY
IDEFORD PARISH COUNCIL DISCIPLINARY POLICY The Ideford Parish Council Disciplinary Policy is based on the National Association of Local Councils (NALC) Legal Topic Notice and arrangements issued in February
More information1.1 Contributes to the Trust s Organisational Development strategy to improve overall organisational performance and effectiveness
JOB TITLE: OD Practitioner BAND: AFC 7 BASE: RESPONSIBLE TO: ACCOUNTABLE TO: XX OD Consultant (OD Lead) Director of OD and L&D JOB SUMMARY The Organisational Development Practitioner is responsible for
More informationDISCIPLINARY POLICY. 2. The policy will be applied fairly, consistently and in accordance with the Equality Act 2010
DISCIPLINARY POLICY INTRODUCTION 1. This policy is based on and complies with the 2015 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It also takes account of the ACAS guide
More informationModern Slavery Policy
Modern Slavery Policy This Policy relates to the University s position and approach to tackling Modern Slavery and complying with the legal requirements introduced by the Modern Slavery Act 2015. Document
More informationDISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: DATE ISSUED: 2016 DATE TO BE REVIEWED:
DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY VERSION DATE AMENDMENT
More informationSpeak up, Speak out Policy (formerly Whistleblowing) (Public Interest Disclosure)
Speak up, Speak out Policy (formerly Whistleblowing) (Public Interest Disclosure) Version: 2 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date:
More informationBritish American Drama Academy
British American Drama Academy Grievance and Disciplinary Policy August 2016 14 Gloucester Gate, Regents Park, London NW1 4HG Tel: 020 7487 0730 email:info@badaonline.com British American Drama Academy.
More informationDisciplinary Policy & Procedure
Policies and Procedures Disciplinary Policy & Procedure Last updated July 2012 1 1. Introduction...3 2. Principles..3 3. Issues that may lead to disciplinary action..4 4. Informal Procedure..4 5. Investigations...5
More informationCode of Conduct for Staff
Diocese of Bristol Academies Trust Code of Conduct for Staff Date Adopted: 4 th June 2015 Date Reviewed:.v 1 Final Page 1 History of most recent Policy changes (must be completed) Date Page Change Origin
More informationWEST HILL PARISH COUNCIL DISCIPLINARY POLICY
INTRODUCTION WEST HILL PARISH COUNCIL DISCIPLINARY POLICY 1 This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It is designed
More informationDisciplinary Procedure
Disciplinary Procedure General principles The following general principles will apply to the Disciplinary Procedure: This procedure will only apply to agency workers engaged on a contract of employment
More informationDISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE This policy and procedure explains the process which management and Governors will follow in all cases of misconduct to ensure fairness and consistency of approach. General
More informationBRATHAY TRUST WHISTLE BLOWING POLICY & PROCEDURES. This document is live as at date of printing 16/08/2013 Page 1 of 8
BRATHAY TRUST WHISTLE BLOWING POLICY & PROCEDURES This document is live as at date of printing 16/08/2013 Page 1 of 8 DOCUMENT MANAGEMENT RECORD WHISTLE BLOWING POLICY & PROCEDURES Originated: March 2010
More informationPrevention and Management of Workplace Bullying Policy
Prevention and Management of Workplace Bullying Policy Majestic Hotels June 2016 1. PURPOSE The management of Majestic Hotels is committed to providing a professional, safe and healthy work environment,
More informationPolicy and Procedure: WHISTLEBLOWING
Policy and Procedure: WHISTLEBLOWING Date Author Approved by January Jackie SMT and HR 2017 Geeson Committee Doc name Comment Responsible Committee HR-P-0002 January 2017: HR Committee Minor changes to
More informationDignity at Work Policy Statement. May 2017
Dignity at Work Policy Statement May 2017 INDEX Section Page 1 Policy Statement 1 2 Scope 3 3 Principles 3 4 Procedure 5 5 Roles and Responsibilities 5 Employees Managers HR Head of HR Trade Unions 6 Monitoring
More informationLandmark Chambers Equality and Diversity Policy
Landmark Chambers Equality and Diversity Policy Introduction This policy has been developed in response to the broad range of legislation covering equality and diversity issues in the workplace and the
More informationCURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES
CURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES CURBAR PARISH COUNCIL DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2009 ACAS Code of Practice 1. It is designed
More informationSocial Media Guidelines
March 2013 Social Media Guidelines The following provides employees with an understanding of FedEx guidelines about individual participation and personal comments in external internet social media sites
More informationCode of Conduct. Human Resources Policies and Procedures. UCD/HRO/Conduct/048
1NHSBT Code of Conduct UCD/HRO/Conduct/048 Version Issued: February 2013v1.1 Human Resources Policies and Procedures Code of Conduct UCD/HRO/Conduct/048 1 Policy UCD/HRO/Conduct/048 Title NHSBT Code of
More informationReview date: November 2014 Responsible Manager: Director of Human Resources Group Director (HR and Corporate Services) Accessible to Students: No
Staff Disciplinary Policy & Procedure Date approved: 24 November 2011 Approved by: NCG Executive Review date: November 2014 Responsible Manager: Director of Human Resources Executive Lead: Group Director
More informationHuman Resources. Disciplinary Policy. Document Control Summary
Human Resources Disciplinary Policy Document Control Summary Status: Version: Author/Owner: Approved by: Ratified: Related Trust Strategy and/or Strategic Aims Implementation Date: Review Date: Key Words:
More informationDIGNITY AT WORK GUIDELINES FOR EMPLOYEES
DIGNITY AT WORK GUIDELINES FOR EMPLOYEES Hull City Council Human Resources Implementation Date: 2 nd January 2007 DIGNITY AT WORK GUIDELINES FOR EMPLOYEES INTRODUCTION 1. These guidelines have been compiled
More informationEquality and Diversity Policy
Equality and Diversity Policy Department Owner Operations (National) Section Owner HR Approver E-ACT Education & Personnel Committee Date Approved July 2015 Review Date July 2017 Policy Statement 1 E-ACT
More informationWHISTLEBLOWERS POLICY AND PROCEDURES
WHISTLEBLOWERS POLICY AND PROCEDURES Page/s PURPOSE & SCOPE 2 DISCLOSURES UNDER THE POLICY 2-3 PROTECTION FOR THE WORKER MAKING DISCLOSURE 3 HOW TO MAKE A DISCLOSURE 3 PROCEDURE FOLLOWING A DISCLOSURE
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Policy: HR03 Version: 2 Ratified by: Executive Management Team Date ratified: 13/10/2010 Name of originator/author: Andrew Stewart Name of responsible Senior HR Advisor,
More informationAlcohol and Drug Policy
Alcohol and Drug Policy Co-ordinator: Lead of Review Group Reviewer: GAPF Policies Subgroup Approver: Grampian Area Partnership Forum (GAPF) Date approved by GAPF: September 2016 Review date: September
More informationA Guide to Successful Social Media Marketing
A Guide to Successful Social Media Marketing Advantages & Disadvantages of Social Networking Advantages It s one of the main ways the world works today. It usually is free, and it is always low cost. It
More informationSecondary Employment Policy
Secondary Employment Policy Secondary Employment Policy Policy ref no: HR036 Author (inc job Jude Champion, Senior HR Business Partner title) Date Approved July 2014 Approved by Quality and Assurance Committee
More informationSARH: Disciplinary Policy
SARH: Date: December 2015 Author of the Strategy/Policy: Steve Tolley Due date for review: December 2018 1 Contents No. Details Page 1 Introduction 2 2 Principles 2-3 3 Confidentiality 3 4 The right to
More informationCode of Conduct. Contents. Policy statement
Code of Conduct Contents Policy statement 1. Key principles 2. Breach of this policy 3. Conduct at work 4. Financial propriety 5. External activities 6. After leaving employment 7. Reporting breaches of
More informationMartin High School DISCIPLINARY POLICY
Martin High School DISCIPLINARY POLICY Link Road, Anstey, Leicestershire. LE7 7EB Tel: (0116) 2363291 Fax: (0116) 2352121 Email: office@martin.leics.sch.uk Website: www.martinhigh.org Head Teacher: Mrs
More informationBSS Disciplinary Policy
BSS Disciplinary Policy 1. Introduction This document contains British Ski and Snowboard s (BSS) disciplinary policy. It sets out standards of conduct for employed & voluntary personnel & coaches and athletes
More informationSocial Media and the Workplace: aka Fifty Ways to Leave your Employment. Robert Foulke Director Faculty Employment Solutions
Social Media and the Workplace: aka Fifty Ways to Leave your Employment Robert Foulke Director Faculty Employment Solutions Social Media is likely to be one of the biggest workplace issues in 2012 Ed Sweeney,
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Document Profile Box Document Reference: QSSD 310 Version: 0005 Ratified by: Workforce and Equality Committee Date ratified: March 2011 Name of originator/author: Name
More informationWHISTLE BLOWING POLICY
WHISTLE BLOWING POLICY Status Last reviewed: Review Date Recommended Spring 2017 Spring 2018 Resources and References Somerset County Council Policy adopted in full Updated August 2014 1. Introduction
More informationEQUAL OPPORTUNITIES AND DIVERSITY POLICY
EQUAL OPPORTUNITIES AND DIVERSITY POLICY The Company is committed to providing a working environment in which employees are able to realise their full potential and to contribute to its business success
More informationDisciplinary Policy & Procedure
Disciplinary Policy & Procedure Document Type Disciplinary Policy & Procedure Author Owner (Dept) Director of Human Resources Human Resources Date of Review May 2015 Version 3 List of Contents Page No
More informationTRUST POLICY & PROCEDURE
Lancashire Teaching Hospitals NHS Foundation Trust PREVENTING BULLYING AND/OR HARASSMENT AT WORK POLICY AND PROCEDURE The policy sets out acceptable standards of behaviour and applies to all workers and
More informationSuspension, Exclusion or Transfer Policy
Suspension, Exclusion or Transfer Policy Solent NHS Trust Policies can only be considered to be valid and up-to-date if viewed on the intranet. Please visit the intranet for the latest version. Purpose
More informationEquality, Diversity & Inclusion Policy
Equality, Diversity & Inclusion Policy Author s name Sponsor Date agreed Ian Shepherd Diversity Action Team Approved at July 2015 DAT meeting (Originally approved by Board 29 May 2012) Date of last review
More informationCambridge Meridian Academies Trust. Equality and Diversity
Cambridge Meridian Academies Trust Policy Document Control Version Number: 4 Applicable To: All CMAT Schools Committee: Personnel Approved By Trust On: October 2014 Review Cycle: Yearly Date of Next Review:
More informationWhistleblowing Factsheet
Whistleblowing Factsheet Introduction This factsheet has been produced to provide advice on how to negotiate agreements and procedures on whistleblowing for branch officers and stewards. UNISON recognises
More informationGrievance Procedure. Staff Side Representatives Dates June 2014 Senior Human Resources Dates June Dates
Grievance Procedure The Trust strives to ensure equality of opportunity for all, both as a major employer and as a provider of health care. This procedural document has been equality impact assessed to
More informationDignity at Work Policy
Dignity at Work Policy Person responsible for policy: HR Director Revised: October 2015 Review Date: October 2018 River Learning Trust Dignity at Work Introduction 1. This policy is based on the Oxfordshire
More informationDISCIPLINARY POLICY. Last Review Date Adopted 2 nd April 2013
DISCIPLINARY POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Remuneration Committee Date of Approval 9 th January 2014 Date of Implementation 1 st April 2014 Next Review Date February 2017
More informationModel policy for schools Dignity at Work
Model policy for schools Dignity at Work Introduction 1. 2. 3. 4. 5. This Oxfordshire model policy has been drawn up following consultation with head teacher groups and the recognised trade unions and
More informationThis policy is also accessible on the Equestrian Australia (EA) website:
Social Media Policy Effective from February 2018 Last Review in December 2017 This policy is also accessible on the Equestrian Australia (EA) website: www.equestrian.org.au Reproduction in any form is
More information