Fixed Term Staffing Policy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Fixed Term Staffing Policy"

Transcription

1 Fixed Term Staffing Policy Who Should Read This Policy Target Audience All Trust Staff Version 1.0 October 2015

2 Ref. Contents Page 1.0 Introduction Purpose Objectives Process Recruitment of a Fixed Term Contract Post Extension of Contract Termination of Contract Termination of Fixed Term Contracts on Other Grounds Exceptions to Normal Termination Process for a Fixed Term Contract 4.6 Redundancy Appeal Procedures connected to this policy Links to Relevant Legislation Links to Relevant National Standards Links to Other Key Policy/s References Roles and Responsibilities for this policy Training Equality Impact Assessment Data Protection Act and Freedom of Information Act Monitoring this Policy is Working in Practice 11 6 Appendices 1.0 Fixed Term Contract Procedure Flow Chart Termination of Fixed Term Contract Meeting 13 Outcome of Termination Meeting 14 Appeals Process 15 Version 1.0 October

3 Explanation of terms used in this policy Fixed-Term Contract - Employment contracts that are agreed for a fixed period, i.e. they have a defined beginning and end date. They should only be used when circumstances make it inappropriate to employ an individual under a substantive contract Less Favourable Treatment - Incorporates the overall package of benefits, whether contractual or not, that a comparable substantive employee gets, or when it is offered on less favourable terms. It includes when an employer fails to do something for a fixed term employee that is done for a substantive employee. For example pay and annual leave entitlement (pro rata). Employees on fixedterm contracts are entitled to the same terms and conditions of employment on a pro-rata basis as the terms and conditions of a comparable substantive employee Version 1.0 October

4 1.0 Introduction This policy and procedure has been developed to ensure Black Country Partnership NHS Foundation Trust (hereafter referred to as the Trust), applies consistent and fair treatment of staff on fixed term contracts in accordance with the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 in that management understand and apply a consistent application, as such only the following may be considered for the use of applying a fixed term post: The post is a clearly defined training or career development position where there is a specified period The post has been set up to carry out a temporary or time-limited task, project or piece of work The post requires specialist skills for a limited period of time or to accomplish a particular task or project for a limited period There is clear time-limited funding for the post The post is to provide cover for maternity, career break, secondment, sabbatical, organisational change or other absences to enable service continuity The Trust acknowledges that where an employee on a fixed term contract considers that they have been treated less favourably, the employee has the right to ask for a written statement setting out the reasons for less favourable treatment if they believe this may have occurred. This should be raised through the Trust s Grievance Appeal s Procedure. This policy and procedure applies to all Trust employees, including Medical and Dental staff. It does not apply to external agency placements, consultancy positions, contractors, Apprentices and Clinical Students on work placements, Trainee Doctors who would rotate from placement to placement and Trust Bank Staff who are employed on flexible agreements where notice is not issued all of whom would be exempt from Fixed-term Employment Regulations. 2.0 Purpose The purpose of this policy is to provide guidance for staff within the Trust about the requirements and processes for Fixed Term Contracts. 3.0 Objectives The overarching aim of this policy is to ensure that individuals are treated in the same way as comparable substantive staff in relation to opportunities for training where appropriate, promotion, transfer and be included as part of the performance management process. 4.0 Process 4.1 Recruitment of a Fixed Term Contract Post Where a post has been identified as fixed-term it will be advertised in the normal manner but will state that the contract is fixed-term. The end date/ reason for fixed term contract should also be stated, and should, unless authorised always be for less than 2 years. The reason for the fixed-term will be expressly stated in the contract of employment issued and must include the end date. Version 1.0 October

5 4.2 Extension of Contract In order to meet best practice the number of renewals or extensions to a fixed-term contract should be limited and if contracts are extended or renewed after the planned end date this should be in consultation with Group Human Resource Business Partners and Finance leads. Consideration should be given as to whether the post should in fact be a substantive post. Any approved extensions or changes to the fixed term contract must be confirmed in writing by the manager to the employee and the information sent to payroll in a timely manner using the appropriate documentation. Where an employee has accrued 4 years continuity of service on fixed-term contracts with the Trust (these can be in different roles within different service areas) they will automatically acquire substantive status, unless there is an objectively justifiable reason that this should not be the case (e.g. where a Fixed Term Contract is necessary to achieve a legitimate objective). 4.3 Termination of Contract Fixed-term contracts will normally end automatically when they reach the agreed end date. The Trust doesn t have to give any notice, however the following process will be applied in order to ensure best practice and our legal duties are applied: Failure to renew a fixed-term contract at the end of the Fixed Term period may be deemed to be a dismissal by law. To demonstrate that the dismissal was fair it must be shown that it was reasonable not to renew the contract and that the appropriate dismissing procedure was followed, otherwise the dismissal will be automatically unfair. The manager must write to the employee, inviting them to a meeting at which they will be formally notified of the termination of their contract, in accordance with the employee s terms and conditions. The meeting should take place within 10 working days of this letter being sent. This meeting should involve the manager, Human Resources (HR) and the employee, the employee is entitled to bring a Trade Union representative or a colleague who is an employee of the Trust who is not acting in a legal capacity to support them at this meeting. The meeting will take place in a timely manner to allow the manager to give the employee their contractual notice. Failure to organise and meet the employee within the specified time scale may result in the contract being extended to cover the employee s contractual notice period. The employee must take all reasonable steps to attend the meeting. At the meeting, the manager must explain the reason for the fixed-term contract ending and give the employee the opportunity to respond. The manager must confirm the outcome of this meeting to the individual in writing. The manager should send a copy of this letter to Human Resources. Version 1.0 October

6 The employee must be informed of the right to appeal against the decision. 4.4 Termination of Fixed Term Contracts on Other Grounds If Managers need to end the fixed term contract before the end date specified in the contract of employment for example if a change in funding occurs, they should contact HR in the first instance. Managers must deal with cases of poor performance, misconduct and capability, sickness and any other employee relations issues under the appropriate Trust policy and procedure. 4.5 Exceptions to Normal Termination Process for a Fixed Term Contract In certain circumstances it may not be appropriate to terminate a fixed term contract at its end date, for example if the employee is pregnant. In these circumstances please refer to the relevant Policy and Procedure for example the Maternity, Adoption, Paternity, Breastfeeding, Fostering and Guardianship Policy. Where this is the case managers should contact their operational HR lead in the first instance for further guidance. 4.6 Redundancy Employees with more than 2 years continuous service at the time of termination of their fixed term contract may be entitled to redundancy. The Employment Rights Act 1996 Section 139 states that redundancy arises when employees are dismissed in the following circumstances: Where the employer has ceased, or intends to cease, to carry on the business for the purposes of which the employee was employed Where the employer has ceased, or intends to cease, to carry on the business in the place where the employee was so employed Where the requirements of the business for employees to carry out work of a particular kind, in the place where they were so employed, have ceased or diminished or are expected to cease or diminish Employees dismissed by reason of redundancy will have the right to claim NHS redundancy payments after 2 years continuous employment with the Trust. Managers must contact Group Human Resources Business Partners if they consider that the above circumstances apply NHS Continuous Service - Effect on Redundancy Claims Employees appointed on a fixed-term contract for less than 2 years, but have continuous NHS service from another Trust, will be eligible for a redundancy payment at the end of the fixed term contract, if the definition of redundancy is met. Existing employees who transfer to a fixed-term position retain all rights as a permanent employee including the right to redundancy as linked to continuous NHS service. Managers must contact Group Human Resources Business Partner if the above circumstances apply. Version 1.0 October

7 4.7 Appeal An employee whose contract has not been renewed or extended has the right of appeal. The process to be followed is outlined in Appendix 4 of this Policy. 5.0 Procedures connected to this Policy There are no procedures connected to this policy. 6.0 Links to Relevant Legislation Employment Rights Act 1996 Employment Rights Act 1996 came into force on 22 August It sets out the statutory employment rights of workers and employees. If these employment rights are breached, the Employment Rights Act 1996 gives the Employment Tribunals powers to order compensation to workers and employees. 6.1 Links to Relevant National Standards Prevention of Less Favourable Treatment Regulations 2002 The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 came into effect on 1 October The regulations are designed to give fixedterm employees the right in principle not to be treated less favourably than permanent employees of the same employer doing similar work. The provisions of the regulations apply to all new and current fixed-term contracts with effect from 1 October Links to other Key Policies Recruitment, Selection and Appointment Policy The purpose of this policy is to provide a framework for the recruitment, selection and appointment of staff to be conducted in a manner that is effective, systematic, comprehensive and fair, promoting equality of opportunity at all times, whilst being flexible and adaptable to meet the needs of the service. Maternity, Adoption, Paternity, Breastfeeding, Fostering and Guardianship Policy This policy has been developed to provide support and guidance for staff and managers on the processes involved in applying for Maternity Leave, Paternity Leave, Adoption Leave and Breastfeeding in line with NHS Agenda for Change and statutory legislation as well as support with Fostering & Guardianship. The Trust recognises the need to support staff to balance their work and personal commitments. This policy will facilitate employees understanding of their statutory rights and obligations with regards to maternity, paternity, adoption, breastfeeding and fostering & guardianship thus enabling them to plan effectively before and after the birth, adoption or fostering/ guardianship of a child. Secondment, Nurse Training and Acting-Up Policy The term secondment refers broadly to the temporary transfer or loan of an employee to another part of the organisation or to a completely different organisation. Secondments, Nurse Training and Acting Up arrangements are increasingly being recognised as valuable for development, offering the employee career development opportunities but also provides the Trust the chance to develop its skills base. Version 1.0 October

8 Organisational Change Policy The purpose of this policy is to provide a framework to enable organisational change to be managed in a systematic and fair manner, minimising the risk of redundancy and balancing the needs of employees and the organisation. Grievance and Disputes Policy This policy aims to encourage full and open communication between managers and employees with the aim of resolving any concerns quickly and as near to the source as possible. This policy has been developed to give guidance on the procedure to be adopted where early action to resolve an issue has failed and a grievance has developed. The policy has been written in accordance with relevant employment legislation and the Advisory and Conciliation Arbitration Service (ACAS) guidelines. 6.3 References NHS terms and conditions of service handbook: Agenda for Change (2015) Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations (2002) Version 1.0 October

9 7.0 Roles and Responsibilities for this Policy Title Role Key Responsibilities Director of Workforce & Organisational Development Workforce Development Group Human Resources Department Executive Lead - Lead responsibility for the implementation of this policy - Allocation of resources to support the implementation of this policy - Ensure any serious concerns regarding the implementation of this policy are brought to the attention of the Board of Directors Responsible - Oversee the implementation of a systematic and consistent approach - Ensure that this policy is applied fairly to all staff and will continually review it to ensure it accurately reflects legislation and best practice in relation to fixed term rights - Approve all policies and procedures that relate to their subject matter or area of practice - Provide exception and progress reports to the Quality and Safety Steering Group Specialist Advise and Support - Keep a record of all staff on Fixed Term Contracts and to provide monthly notifications to managers including the end date of that contract in order to allow notice to be given in accordance with the employee s terms and conditions - Provide advice and guidance as to when the use of a Fixed Term Contract may be appropriate outside of that cited under section 2 - Provide advice regarding the termination of a Fixed Term Contract, as necessary Line Managers Implementation - Make appropriate decisions regarding Fixed Term Contracts including only requesting a fixed term appointment in appropriate circumstances - Review the appropriateness of the contract on a regular basis in line with the needs of the service - Communicate clearly to the employee the end date of the contract and whether any extension has been sought or is obtained via the appropriate written correspondence, templates for which can be found in the appendices of this Policy and Procedure All Trust Employees Adherence - Behave as any other member of Trust, bound by same Terms and Conditions - Ensure that they meet with their manager in accordance with the termination of contract procedure outlined within this procedure (refer to Section XX). Failure to comply with a manager s reasonable request to meet for this purpose may lead to management under the Trust s Disciplinary policy Version 1.0 October

10 8.0 Training What aspect(s) of this policy will require staff training? How to manage fixed term arrangements effectively Which staff groups require this training? Managers Is this training covered in the Trust s Mandatory and Risk Management Training Needs Analysis document? If yes, please refer to it for details on training requirements, and update frequencies If no, how will the training be delivered? No, staff will receive specific training in relation to this policy where it is identified in their individual training needs analysis as part of their development for their particular role and responsibilities Who will deliver the training? Training will be delivered internally How often will staff require training Learning and Development Team Who will ensure and monitor that staff have this training? As Required 9.0 Equality Impact Assessment Black Country Partnership NHS Foundation Trust is committed to ensuring that the way we provide services and the way we recruit and treat staff reflects individual needs, promotes equality and does not discriminate unfairly against any particular individual or group. The Equality Impact Assessment for this policy has been completed and is readily available on the Intranet. If you require this in a different format e.g. larger print, Braille, different languages or audio tape, please contact the Equality & Diversity Team on Ext or Data Protection and Freedom of Information This statement reflects legal requirements incorporated within the Data Protection Act and Freedom of Information Act that apply to staff who work within the public sector. All staff have a responsibility to ensure that they do not disclose information about the Trust s activities in respect of service users in its care to unauthorised individuals. This responsibility applies whether you are currently employed or after your employment ends and in certain aspects of your personal life e.g. use of social networking sites etc. The Trust seeks to ensure a high level of transparency in all its business activities but reserves the right not to disclose information where relevant legislation applies. Version 1.0 October

11 11.0 Monitoring this Policy is working in Practice What key elements will be monitored? (measurable policy objectives) Where described in policy? How will they be monitored? (method + sample size) Who will undertake this monitoring? How Frequently? Group/Committee that will receive and review results Group/Committee to ensure actions are completed Evidence this has happened Completion of attached forms 4.0 Process Forms received within the HR Department Meeting to give notice 4.0 Process Audit of database within the HR Department Human Resources Quarterly Workforce Development Group Human Resources Quarterly Workforce Development Group Workforce Development Group Workforce Development Group Minutes of meetings/ Copy of forms received Minutes of meetings/ Action plan signed off Version 1.0 October

12 Appendix 1 Fixed Term Contract Procedure Flow Chart HR team sends line manager monthly report highlighting those staff on a fixed term contract with the documents below attached Template invite to attend meeting letter (Appendix A) Template outcome letter following the meeting (Appendix B) Line Manager arranges meeting with employee. This meeting should be conducted within 10 working days and must allow the manager to give the individual a minimum of the contractual notice period Meeting takes place with line manager and employee to formally serve notice. The employee is entitled to representation at this meeting If applicable, Line Manager to notify HR if the post holder has gained a permanent contract. Fixed term process will then end Copy of invite letter and outcome letter sent by line manager to employee and copy sent to HR and the relevant E form should be submitted Contractual notice periods Band 1-6 Band 7 Band weeks 8 weeks 12 weeks Notice periods for Doctors are detailed in the terms and conditions handbooks available on the NHS Employers website ( Version 1.0 October

13 Appendix 2 Termination of Fixed Term Contract Meeting DATE NAME ADDRESS Dear XXX Re: Invite to meeting regarding termination of Fixed Term Contract of Employment In line with the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, in order to give you notice of your fixed term contract due to end on xx/xx/xxxx as ***** in *****, it is my intention, to invite you to a meeting to discuss the above and issue you formal notice to enable the termination of your fixed term contract. This meeting will take place on ****** at ***** in *******. You have the right to invite a trade union representative or friend, who is an employee of the Trust to this meeting. If you are unable to attend this meeting or would like further information then please do not hesitate to contact me. Yours sincerely Managers Name Job Title cc; HR Representative Version 1.0 October

14 Appendix 3 Outcome of Termination Meeting DATE NAME ADDRESS Dear XXX Re: Termination of Fixed Term Contract of Employment: Outcome Letter Thank you for meeting with xxxxxx on ****** regarding your fixed term contract of employment. You were informed of your right to be represented at this meeting by a trade union representative or friend, who is an employee of the Trust. <You were represented by X / You were accompanied by X / You were happy to have this meeting without a representative with you >(select as applicable). I explained that we were meeting in line with the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations in order to give you notice of the ending of your fixed term contract of employment as <job title> in <department> As stated in your contract of employment this post was a fixed term role for <X months> due to <reason for fixed term contract>. I confirmed that formal notice was therefore being given to you from the date of this meeting, <date>, that your fixed term contract of employment will cease on <date>. You do have the right to appeal the termination of your fixed term contract of employment. Should you wish to exercise this right then I would refer you to the Trust s Appeals process set out under within the Trust s Fixed Term Policy (Appendix X). Any appeal must be made in writing within 10 working days of receipt of this letter. I would also like to take this opportunity to thank you for the work you have done in the department and wish you well for the future. Finally please do not hesitate to contact XXXXX HR Business Partner, if you wish to discuss anything further with regards to this letter. Yours sincerely Dismissing Officer Name Job Title cc: HR Representative Version 1.0 October

15 Appendix 4 Appeals Process Outcome to terminate fixed term contract Employee must submit appeal within 10 working days of notification of outcome of the Fixed Term Hearing to Director of Corporate Services. The letter of appeal must state grounds for appeal. The appeals process is against the basis of the decision Where feasible an Appeal will be heard within 30 days of submission. An appeal panel with include the following level: A Trust Director and a Senior Member of the Human Resources team previously not involved The Chair of the appeal panel shall notify the employee and their representative in writing of the day, time and place of the hearing at least 5 working days before it is due to take place Both the Dismissing Officer and the employee will be asked to submit a written statement of case and should fully address the stated grounds for the appeal. The timeframe for submission should be a minimum of 5 days prior to the hearing date The outcome of an appeal hearing will be one of two decisions: To uphold the decision given; or To uphold the staff appeal and remove or amend outcome imposed The outcome will be provided to the employee within 5 working days of the appeal Version 1.0 October

16 Policy Details Title of Policy Unique Identifier for this policy State if policy is New or Revised Fixed Term Staffing Policy BCPFT-HR-POL-10 New Previous Policy Title where applicable Policy Category Clinical, HR, H&S, Infection Control etc. Executive Director whose portfolio this policy comes under Policy Lead/Author Job titles only Committee/Group responsible for the approval of this policy Month/year consultation process completed * n/a Human Resources Director of Workforce and Organisational Development Head of Operational HR Workforce Development Group January 2015 Month/year policy approved September 2015 Month/year policy ratified and issued October 2015 Next review date October 2018 Implementation Plan completed * Equality Impact Assessment completed * Previous version(s) archived * Disclosure status Key Words for this policy Yes Yes n/a B can be disclosed to patients and the public Less favourable treatment, Fixed term contract, Recruitment of a fixed term contract post, Extension of contract, Termination of contract, Redundancy, Appeal, Fixed Term Contract Procedure Flow Chart, Termination of Fixed Term Contract Meeting, Outcome of Termination Meeting, Appeals Process * For more information on the consultation process, implementation plan, equality impact assessment, or archiving arrangements, please contact Corporate Governance Review and Amendment History Version Date Details of Change V1.0 Oct 2015 New Policy developed for BCPFT Version 1.0 October

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment

More information

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020 Term Time Policy Policy Number: 582 Supersedes: Classification Employment Version Date of Date of Date made Review Approved by: No EqIA: Approval: Active: Date: V1 W&OD Committee 18/09/2017 21/09/2017

More information

Policy and Procedure on Contracts of Employment

Policy and Procedure on Contracts of Employment Policy and Procedure on Contracts of Employment 1. Scope This policy clarifies the types of contracts that the University uses for different working arrangements and explains the use of fixed term contracts

More information

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services:

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services: Redundancy and Redeployment Policy Date approved: 15 July 2015 Approved by: Executive Board Review date: July 2018 Responsible Manager: Head of Human Resources Executive Lead: Group Director (HR and OD)

More information

Lead Employer Flexible Working Policy. Trust Policy

Lead Employer Flexible Working Policy. Trust Policy Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:

More information

Date of review: Policy Category:

Date of review: Policy Category: Title: Disciplinary Policy Date Approved by: Approved: February JSPF 2015 March 2015 OD and Workforce Committee October 2016 JSPF Division/Department: Date of review: November 2018 Policy Category: Policy

More information

Employment Appeals Procedure

Employment Appeals Procedure Employment Appeals Procedure Version: 3 Bodies consulted: Staff side chair Approved by: EMT Date Approved: 27.9.16 Lead Manager: Director of Human Resources Responsible Director: Deputy Chief Executive

More information

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE September 2017 Reorganisation, Redundancy and Redeployment Procedure INTRODUCTION This document provides guidance on consulting primarily for the purpose

More information

Grievance Procedure. Version: 3. All Southern Health Staff.

Grievance Procedure. Version: 3. All Southern Health Staff. SH HR 26 Version: 3 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or

More information

Managing personal relationships in the workplace

Managing personal relationships in the workplace Managing personal relationships in the workplace Author (s) Ruth Davies, Senior HR Manager Corporate Lead Sue Ellis, Director of Workforce Document Version Date approved by Joint Negotiating Consultative

More information

Ealing Schools. Medical Capability Procedure

Ealing Schools. Medical Capability Procedure Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy Contents 1. Context and Policy Statement... 2 2. Eligibility... 2 3. Procedure... 3 3.1 Step 1 - Planning and Proposals... 3 Establishing the need for change... 3 Minor Changes...

More information

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016 Grievance policy Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest version. Purpose

More information

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS

More information

University of Stirling December 2006 Reviewed December University of Stirling. Fixed Term Employees

University of Stirling December 2006 Reviewed December University of Stirling. Fixed Term Employees University of Stirling December 2006 Reviewed December 2010 University of Stirling Fixed Term Employees FIXED TERM EMPLOYEES Contents Part 1: Fixed Term Contracts - The Regulations The Regulations Less

More information

Flexible Working Policy and Procedure

Flexible Working Policy and Procedure Flexible Working Policy and Procedure Policy Identification Policy Ownership Department: Human Resources Owner: Head of Human Resources Author: Human Resources, Staff Officer Screening and Proofing Section

More information

Use of Fixed-Term and Open- Ended Employment Contracts

Use of Fixed-Term and Open- Ended Employment Contracts Use of Fixed-Term and Open- Ended Employment Contracts Policy Contents 1 General Principles 1 2 Purpose of Policy 1 3 Scope 1 4 Definitions 2 5 Appropriate use of fixed-term contracts 2 6 Renewal of Fixed-Term

More information

FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure)

FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure) UNIVERSITY OF LEICESTER PROCEDURE FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure) For use in: All Divisions/Schools/Departments/Colleges of the University For use by: All employees Owner HR

More information

POLICY IN RELATION TO SPECIAL LEAVE

POLICY IN RELATION TO SPECIAL LEAVE POLICY IN RELATION TO SPECIAL LEAVE DOCUMENT CONTROL: Version: 9 Ratified by: HR&OD Policy and Planning Group Date ratified: 6 June 2013 Name of originator/author: Director of Workforce and Organisational

More information

Special Leave Policy. Special Leave Policy

Special Leave Policy. Special Leave Policy Special Leave Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Director of HR & Governance

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE

UNIVERSITY 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 information

Incremental Pay Progression Policy and Procedure

Incremental Pay Progression Policy and Procedure Incremental Pay Progression Policy and Procedure Date Impact Assessed: Version No: 1 No of pages: 14 Date of Issue: March 2015 Date of next review: March 2016 Distribution: All employees Published: Contents

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE The Association recognises that, from time to time, members of staff may have problems or concerns regarding their work or relationships

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

LATHOM HIGH SCHOOL. Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets

LATHOM HIGH SCHOOL. Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets LATHOM HIGH SCHOOL Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets June 2015 INDEX Page Number Four Four Five Six Six Seven Seven Seven Redundancy

More information

Secondary Employment Policy

Secondary Employment Policy Secondary Employment Policy Reference Number: 166 Author & Title: Gayle Williams, HR Manager Steve Dunne-Howell, RCN Representative Responsible Directorate: Human Resources Review Date: 4 April 2016 Ratified

More information

Grievance Policy. Version: 2. Joint Consultation and Negotiating Committee

Grievance Policy. Version: 2. Joint Consultation and Negotiating Committee SH HR 25 Version: 2 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or

More information

An overview of Employment Law in England & Wales. April Please contact our Company Commercial department for further information

An overview of Employment Law in England & Wales. April Please contact our Company Commercial department for further information An overview of Employment Law in England & Wales April 2017 Please contact our Company Commercial department for further information An overview of Employment Law in England & Wales 1 Contents Page 1)

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001. This guidance is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001. This guidance is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment

More information

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles Leeds Beckett University aims to provide a healthy working

More information

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval

More information

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE Version 5 September 2014 This procedure is applicable to all Academy employees. Approved by the Executive/SLT on: March 2014 Staff Consultative Group advised

More information

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Policy Reference: 254 PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Version: 1 Name and Designation of Policy Author(s) Ratified By (Committee / Group) Lawrence Osgood, Head of HR Workforce and Communication

More information

Organisational Change Policy and Procedure

Organisational Change Policy and Procedure Organisational Change Policy & Procedure Document Type Author Owner (Dept) Organisational Change Policy and Procedure Senior Management Team Human Resources Date of Review July 2013 List of Contents Page

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Originator Katie Davis Personnel Adviser Lead Director Janet King, Director and Personnel and Facilities Version number 3 Implementation date 2004 Ratified by USC October 2013 Review

More information

Duties. Hours of work

Duties. Hours of work HOMERTON UNIVERSITY HOSPITAL NHS FOUNDATION TRUST Duties TERMS OF ENGAGEMENT FOR BANK STAFF NAME BAND DATE OF ENGAGEMENT Appointment You have been registered on the Bank with Homerton University Hospital

More information

Disciplinary Policy and Procedure

Disciplinary 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 information

Probation Policy and Procedure

Probation Policy and Procedure Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation

More information

Department HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee

Department HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee Document Control Title Job Evaluation Policy Author s job title HR Manager Directorate Workforce Development Date Version Issued 0.1 May 2013 Status Draft Department HR Operations 0.2 Sept 2013 Final 0.3

More information

Human Resources Policy Framework. Management of Attendance Policy and Procedure

Human Resources Policy Framework. Management of Attendance Policy and Procedure Human Resources Policy Framework Management of Attendance Policy and Procedure Approved by: Cabinet Resources Panel (15.12.2015) revised Cabinet Resources Panel (27.11.2012) original Published: 01.01.2016

More information

Career Break Policy October 2012

Career Break Policy October 2012 Career Break Policy October 2012 STAF'20 SLLC Career Break Scheme Oct 2012 Page 1 of 7 SOUTH LANARKSHIRE LEISURE AND CULTURE CAREER BREAK POLICY 1. Policy Statement 1.1 South Lanarkshire Leisure and Culture

More information

JOB EVALUATION POLICY (H11)

JOB EVALUATION POLICY (H11) JOB EVALUATION POLICY (H11) If you require a copy of this policy in an alternative format (for example large print, easy read) or would like any assistance in relation to the content of this policy, please

More information

INDUCTION POLICY AND PROCEDURE

INDUCTION POLICY AND PROCEDURE Summary INDUCTION POLICY AND PROCEDURE New members of staff require an induction period to enable them to settle in to their new place of work. This policy sets out the framework and responsibilities for

More information

St Thomas More Catholic Primary School

St Thomas More Catholic Primary School St Thomas More Catholic Primary School Grievance Policy In the development of this policy consideration has been given to the impact on protected characteristics under the Equality Act and the work life

More information

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of

More information

DISMISSAL PROCEDURES

DISMISSAL PROCEDURES DISMISSAL PROCEDURES Dismissal Procedures There have been many changes to employment law and regulations in the last few years. A key area is the freedom or lack of freedom to dismiss an employee. An employee

More information

Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure

Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

Managing Sickness Procedure/Policy

Managing Sickness Procedure/Policy 1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general

More information

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

Honorary Contracts Procedure

Honorary Contracts Procedure Honorary Contracts Procedure Version: 3.0 Bodies consulted: Approved by: Joint Staff Consultative Committee & WMT Executive Management Team Date Approved: 03 October 2017 Lead Manager: Responsible Director:

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 NEW STATUTORY GRIEVANCE & DISCIPLINARY PROCEDURES Introduction The new statutory minimum grievance and disciplinary procedures come into effect on 01 October

More information

General Guide to Employment Law Introduction

General Guide to Employment Law Introduction General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human

More information

Flexible Working Arrangements Policy

Flexible Working Arrangements Policy Flexible Working Arrangements Policy Document Status FINAL Version: V5.0 DOCUMENT CHANGE HISTORY Initiated by Date Author Operational HR August 2011 HR Policy Group Version Date Comments (i.e. viewed,

More information

USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY

USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY NOVEMBER 2011 USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY NOVEMBER 2011 The Scottish Government, Edinburgh, 2012 1st Edition 2005,

More information

Attendance. Employee Policy HR Consult. 1. Policy Statement

Attendance. Employee Policy HR Consult. 1. Policy Statement Attendance 1. Policy Statement Employee Policy HR Consult We value the contribution our employees make to our success and high attendance levels are vital to us continuing to achieve high levels of performance.

More information

Regulation pertaining to disciplinary & related procedures for academic staff

Regulation 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 information

Reach South Academy Trust. Grievance Procedure. Date September 2014

Reach South Academy Trust. Grievance Procedure. Date September 2014 Reach South Academy Trust Grievance Procedure Date September 2014 Written by R2 HR Adopted by MAT Board Adopted by LGB Review Date September 2015 Consulted with NJCC October 2015 Contents Page 1 Introduction

More information

GRIEVANCE PROCEDURE. Introduction

GRIEVANCE PROCEDURE. Introduction GRIEVANCE PROCEDURE Introduction 1.1 This procedure applies to all employees of the University. It aims to comply with the Arbitration, Conciliation and Advisory Service (ACAS) Code of Practice, introduced

More information

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department GRIEVANCE POLICY Document Title Grievance Policy Document Number 2011/18 v1 Author Karen Perry Author s Job Title HR Business Partner Department Human Resources Ratifying Committee Human Resources & Organisation

More information

Organisational Change, Redundancy and Redeployment Policy and Procedures

Organisational Change, Redundancy and Redeployment Policy and Procedures Appendix 1 Organisational Change, Redundancy and Redeployment Policy and Procedures Document Control Date of Last version November 2010 Latest review August 2013 Name of Reviewer Susan Gardner- Craig Consultation

More information

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5. Human Resources Redundancy Procedure Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.docx Contents Introduction and Purpose of the Procedure... 3 Scope of the

More information

How to... Manage redundancies. A quick and easy reference guide on the basics

How to... Manage redundancies. A quick and easy reference guide on the basics How to... Manage redundancies A quick and easy reference guide on the basics 1 Top tips on making redundancies 1. Identify whether a redundancy situation exists 2. Consider alternatives don't conclude

More information

Pay Protection Policy V2.0

Pay Protection Policy V2.0 V2.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities... 4 5.1. Role of the Chief Executive...

More information

EMPLOYMENT ACT 2002: STATUTORY DISPUTE RESOLUTION

EMPLOYMENT ACT 2002: STATUTORY DISPUTE RESOLUTION EMPLOYMENT ACT 2002: STATUTORY DISPUTE RESOLUTION This article first appeared in Employment Law & Litigation volume 7 issue 4 2003 The Employment Act 2002 (EA 2002) introduces a new compulsory system for

More information

STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY

STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY Hampton Wick Infant & Nursery School STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY This policy was adopted/updated: Dec 2009 This policy was reviewed: Jan 2014 This policy will be reviewed: Sep 2016 (or

More information

Grievance Policy. Approved by governors. Chair Of Governors

Grievance Policy. Approved by governors. Chair Of Governors Grievance Policy Policy Document Control Sheet: Trust lead: Ian Hickman Key Staff lead for The Ferns Academy: Adele Young + Debra Murphy Portfolio Governor lead: Steve Dale Status: agreed and adopted Date

More information

Acting Up and Secondment Policy and Procedures

Acting Up and Secondment Policy and Procedures Acting Up and Secondment Policy and Procedures Version Number: V2.0 Name of originator/author: Deputy Director of Workforce and Organisational Development Name of responsible committee: JNCC & Trust Management

More information

Pay Policy. Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017

Pay Policy. Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017 Pay Policy Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017 1 Page Whole School Pay Policy Contents Introduction 3 P2. Support Staff 3 P3. Teaching Staff

More information

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 Grievance Policy Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document

More information

POLICY ON MANAGING POLICIES, PROCEDURES AND GUIDANCE DOCUMENTS

POLICY ON MANAGING POLICIES, PROCEDURES AND GUIDANCE DOCUMENTS POLICY ON MANAGING POLICIES, PROCEDURES AND GUIDANCE DOCUMENTS Version: 6 Date Ratified: February 2017 Review Date: February 2020 Applies to: Senior Managers and staff who produce procedural documents.

More information

Staff Counselling Service

Staff Counselling Service Staff Counselling Service HR66 Additionally refer to : HS01 Health & Safety Policy HR31 Managing Attendance and Employee Wellbeing HR65 Occupational Health Service Version: V1 issued January 2009 V2 approved

More information

Flexible Working Policy. (including Flexible Retirement)

Flexible Working Policy. (including Flexible Retirement) SH HR 48 (including Flexible Retirement) Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: The document provides guidance for staff and managers considering and requesting

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Head of HR Head of Employee Relations

More information

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure

More information

Hiring Agency Workers Policy

Hiring Agency Workers Policy Hiring Agency Workers Policy 1. Policy Statement 1.1 The University of Edinburgh is committed to ensuring that it delivers excellent academic, student and professional support services at all times. The

More information

ILL HEALTH CAPABILITY (Ordinance Policy)

ILL HEALTH CAPABILITY (Ordinance Policy) UNIVERSITY OF LEICESTER ORDINANCE ILL HEALTH CAPABILITY (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing Policy

More information

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF Human Resources Department London South Bank University April 1996 Updated June 2006 Temporary variations to this procedure

More information

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff Human Resources People and Organisational Development Disciplinary Procedure Manual Staff December 1998 Revised November 2015 Contents 1. Purpose and Scope... 3 2. General Principles... 3 3. Procedure...

More information

Discipline 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 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 information

Staff Redeployment Procedure

Staff Redeployment Procedure Staff Redeployment Procedure Human Resources Department Lead Director: Director of Human Resources and Student Support Date ratified by Council: Procedure issue date: January 2016 Procedure to be reviewed

More information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP GROSSETESTE UNIVERSITY. Document Administration BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Sickness Absence Policy and Procedure Policy and Procedure Version Number: 2 Status: Reason for development: Scope:

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS ABSENCE POLICY & PROCEDURE Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Policy No: PP02 Version: 7.0 Name of Policy: Grievance Policy and Procedure Effective From: 08/01/2016 Date Ratified 07/12/2015 Ratified Human Resources Committee Review Date 01/12/2017 Sponsor Director

More information

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022 Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business

More information

Grievance Procedures for Support Staff

Grievance Procedures for Support Staff Grievance Procedures for Support Staff 1. Scope The following procedures are available to help staff raise issues and concerns about their work, working environment, or working relationships. The aim is

More information

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY This policy should be read in conjunction with Worcestershire Mental Health Partnership NHS Trust Policy Data Unique

More information

JOB DESCRIPTION FACILITIES MANAGER

JOB DESCRIPTION FACILITIES MANAGER JOB DESCRIPTION FACILITIES MANAGER Job Title: Facilities Manager Band: Band 7 Directorate: Estates & Facilities Reports To: Head of Estates & Facilities Accountable To: Director of Estates & Facilities

More information

Derbyshire Constabulary PART-TIME WORKING FOR POLICE OFFICERS POLICY POLICY REFERENCE 06/107. This policy is suitable for Public Disclosure

Derbyshire Constabulary PART-TIME WORKING FOR POLICE OFFICERS POLICY POLICY REFERENCE 06/107. This policy is suitable for Public Disclosure Derbyshire Constabulary PART-TIME WORKING FOR POLICE OFFICERS POLICY POLICY REFERENCE 06/107 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

Newcastle University Grievance Procedure

Newcastle University Grievance Procedure Newcastle University Grievance Procedure Contents 1. INTRODUCTION...1 2. SCOPE...2 3. AIM OF THE PROCEDURE...2 4. INFORMAL APPROACH TO DEALING WITH GRIEVANCES...2 5. RIGHT OF REPRESENTATION...3 6. TRADE

More information

Human Resources. Disciplinary procedures Teaching and support staff

Human Resources. Disciplinary procedures Teaching and support staff Human Resources Disciplinary procedures Teaching and support staff Rev: September 2013 Contents Page 1. Introduction 3 2. Key policy principles 3 3. Support available during the disciplinary procedure

More information

DISCIPLINARY POLICY AND RULES PERS 1

DISCIPLINARY POLICY AND RULES PERS 1 DISCIPLINARY POLICY AND RULES PERS 1 ICO Version: 2.0.0 Name & date of Approval Committee: Quality Assurance Committee 7th October 2014 Name and & date of Ratification Committee: Senior Executive Management

More information

Guidance on the Employment Act 2002 (Dispute Resolution) Regulations 2004 and associated provisions in the Employment Act 2002

Guidance on the Employment Act 2002 (Dispute Resolution) Regulations 2004 and associated provisions in the Employment Act 2002 Guidance on the Employment Act 2002 (Dispute Resolution) Regulations 2004 and associated provisions in the Employment Act 2002 CONTENTS Chapter 1 - Introduction...1 Chapter 2 - Dismissal and disciplinary

More information

Schools Disciplinary Policy & Procedure

Schools Disciplinary Policy & Procedure Schools Disciplinary Policy & Procedure Approved by: Schools Human Resources Trade Unions Schools Human Resources Disciplinary Policy and Procedure September 2011 Page No Introduction... 3 The Purpose...

More information

STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY

STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY Version: 6 Ratified by: Date ratified: March 2016 Title of originator/author: Title of responsible committee/group: Date issued: March 2016 Review date:

More information

Disciplinary/Dismissal Procedures

Disciplinary/Dismissal Procedures Disciplinary/Dismissal Procedures This policy was adopted by the Board of Directors of Armagh Credit Union Limited. Signed:- Position Position Date: STATEMENT OF POLICY The aim of Armagh Credit Union's

More information

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014 1.0 Summary of Changes This protocol has had section 3.7.3 Flexi-Time removed as requested by UNISON and agreed by HR. 2.0 What this Protocol is about Essex Police recognises the UK workforce is becoming

More information