Annual Leave Policy and Procedure

Size: px
Start display at page:

Download "Annual Leave Policy and Procedure"

Transcription

1 SH HR 47 Annual Leave Policy and Procedure Version: 4 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: To provide a standard and equitable approach to the management and calculation of annual leave and Public holiday entitlements for staff. Holiday, Annual Leave, Entitlement, Working Time, Sickness During Annual Leave, Purchase Additional Annual Leave, Accrual of Annual Leave During Maternity Leave All staff employed by Southern Health NHS Foundation Trust. Next Review Date: March 2022 Approved and Ratified by: Staff side Policy Scrutiny Group Joint Consultative and Negotiating Committee Date issued: Date of meeting: 09 March March 2022 Author: Sponsor: Louise Jones, Senior HR Manager Anneliese Reynolds, HR Advisor Director of Workforce, Organisational Development and Communications 1

2 Version Control Change Record Date Author Version Page Reason for Change Dec 2014 June 2016 Dec Mar 2017 HR Best Practice Team Anneliese Reynolds Anneliese Reynolds/ Louise Jones updated timeline for requesting leave to 12 weeks in advance, to enable staffing levels and rosters to be finalised at 8 weeks. 3 through out 6 (&14) 11, 12 Updating naming conventions for job Titles and teams (&9) updating web address updating reference for TTO contracts, TTO staff are PT and should be treated in line with other PT staff clarification that Public holidays do not accrue during sick leave using sick leave as part of phased return to be expected rather than encouraged in line with sickness absence policy & adding clarity for the taking of annual leave whilst off sick remove reference to the Diversity Calendar 4 7,8,9, 10 Removal of specific reference to TQTwentyone annual leave entitlements & Change from AL accrual in full months only to take account of part months for starters and leavers & Removal of reference to annual leave entitlement excluding public holidays for consistency across the Trust Clarification on the calculation of annual leave when contracted hours change part-way through the month Reviewers/Contributors Name Position Version Reviewed & Date Human Resources Team, Staff Side, Joint Consultative and Negotiating Committee and E-Rostering team. Version 1, July 2012 and March 2013 HR Best Practice Team Staff side Policy Scrutiny Group Version 2, December 2014 Staff side Policy Scrutiny Group Version 3, June 2016 Staff side Policy Scrutiny Group, March 2018 Amanda Smith Head of Workforce Delivery, March 2018 Tom Weeks SafeCare Project Manager, March

3 Quick Reference Guide For quick reference, this page summarises policy content. This does not negate the need to be aware of and to follow the further detail provided in this policy. The annual leave period shall be from 1 April to 31 March each year. Annual leave is accrued in whole months plus the actual number of days worked in the first/final month for starters/leavers, the annual leave calculator can be used to work out entitlement for part years. Taking annual leave throughout the year is recognised as an important way to enable staff to achieve a work-life balance. Managers are responsible for ensuring that individuals are aware of the procedures for requesting annual leave within their own department and to ensure that staff are aware of their own entitlements. Managers are responsible to ensure that annual leave is planned and subject to the needs of the service. Managers should ensure that all staff spread their leave over the year to avoid excessive levels of leave at the same time or towards the end of the leave year in March or leave being carried over into the new leave year. It is the individual s responsibility to ensure that their annual leave is planned and taken at regular intervals throughout the year. Where available, staff can view this on Employee Online. The Trust offers a benefit to staff of the option to purchase up to 10 days (pro rata) of additional annual leave Requests for annual leave should be made electronically via the staff Employee Online system. Those teams not yet live on E-rostering/ Healthroster will need to continue with their paper process. All staff will receive basic pay during their annual leave. Monthly paid staff that receive regular enhancements will receive additional pay during the months that enhancements are paid which covers their entitlement to enhancements during annual leave periods (this will show on the pay slip as WTD Pay). Enhancements will therefore not be paid whilst the member of staff is actually on leave and should not be claimed. It is expected that within the annual leave year, staff should be provided with the opportunity to take all their annual leave and should be pro-active in taking this leave. In line with the Trust s Managing Sickness Absence Policy staff will continue to accrue their contractual annual leave during sickness. Public holidays do not accrue during sick leave. 3

4 Contents Page 1. Introduction 5 2. Scope 5 3. Definition 5 4. Roles and Responsibilities 5 5. Policy 6 6. Monitoring Compliance Policy Review Associated Documents Supporting References 14 A1. Application to Purchase Additional Annual Leave 15 A2. Annual Leave Algorithm: Calculating the Number of Staff 17 who may take Annual Leave at any one time A3. Equality Impact Analysis Screening Tool 18 4

5 Annual Leave Policy and Procedure 1. Introduction 1.1. Southern Health NHS Foundation Trust (the Trust ) is committed to developing and maintaining working arrangements that enable staff to achieve a work-life balance. The Trust recognises the importance of annual leave in helping staff to achieve this The aim of this policy is to provide a standard and equitable approach to the management and calculation of annual leave and Public holiday entitlements for staff. The broad principles of this policy apply to all staff with the exception of the leave entitlements for staff on local terms and conditions or medical staff will need to refer to the relevant handbooks or the Trust s website for leave entitlements The policy is in accordance with the Working Time Regulations (1998: Amended 2003 & 2007) the Part-time Workers (Prevention of Less Favourable Treatment) Regulations (2000), Agenda for Change Terms and Conditions Agreement (November 2004) and Special Leave Policy. 2. Scope 2.1. This policy and its associated procedures will apply to all staff directly employed by the Trust other when specific conditions may apply e.g. to Medical and Dental staff or staff on local terms and conditions. This also includes trainees, secondees and staff on honorary contracts or on joint contracts with the Trust and another employer. 3. Definition 3.1. Annual leave is an amount of leave that an employer grants staff on an annual basis. There is a difference between Annual Leave and other types of leave such as Sick Leave, Special Leave, and Maternity Leave etc. For further information on these please refer to the relevant policies As stated in the Working Time Regulations, staff have a statutory entitlement to 210 hours (for full time staff and pro-rata for part-time staff) leave per annum. The entitlement to Public holidays is included in this statutory entitlement. 4. Roles and Responsibilities 4.1. Trust The Trust has overall responsibility to have processes in place to ensure that staff are aware of this policy and adhere to its requirements Managers Managers are responsible for ensuring that individuals are aware of the procedures for requesting annual leave within their own department and to ensure that staff are aware of their own entitlements. 5

6 Managers are responsible to ensure that annual leave is planned and subject to the needs of the service. Managers should ensure that all staff spread their leave over the year to avoid excessive levels of leave at the same time or towards the end of the leave year in March or leave being carried over into the new leave year Where available, managers must ensure that annual leave entitlements are recorded in E-rostering/Healthroster in hours. This enables clear, visual and accurate records for all individuals in their department and facilitates the monitoring of requests and uptake to ensure that individuals are taking regular breaks away from work Staff Staff must be aware of this policy and to request annual leave in line with Trust and departmental guidelines It the individual s responsibility to ensure that their annual leave is planned and taken at regular intervals throughout the year. Where available, staff can view this on Employee Online Staff must submit their request promptly in line with this procedure Staff must notify their Line Manager when their length of service increases which requires an adjustment in their annual leave Human Resources The Director of People and Communications has delegated responsibility from the Board to ensure this Policy and procedure is properly implemented and monitored The Human Resources Team has a responsibility to ensure that the policy is followed, fairly and consistently. Their duties will include: ensuring that the policy and procedure are maintained and updated accordingly in line with any organisational changes or legislative changes; and providing advice and support in the application of this policy in individual cases Trade Unions Trade Union representatives have an important role to play generally in providing advice, support and, if required, representation to their members and working in partnership with managers and the Human Resources Team in looking to ensure that the Trust s Annual Leave Policy and Procedure is applied reasonably and fairly. 5. Policy 5.1. Annual Leave Entitlement The annual leave period shall be from 1 April to 31 March each year All new staff will be entitled to annual leave plus Public holidays in the year of joining the Trust, on a pro-rata basis. An Annual Leave Calculator is available on the Trust Website: 6

7 Annual leave is accrued in whole months plus the actual number of days worked in the first/final month for starters/leavers, the annual leave calculator can be used to work out entitlement for part years On returning to NHS employment, a previous period or periods of NHS service will be counted towards staff s entitlement to annual leave. Staff will be required to provide some evidence of any previous periods of NHS employment The annual leave year and entitlements for medical staff or those on any local terms are set out in the terms and conditions of their contract Under Agenda for Change, full-time staff will be entitled to the following: Entitlement Days Hours including Public holidays (based on 8 bank holidays per year)* On joining the NHS After 5 years service After 10 years service 27 + Public holidays 29 + Public holidays 33 + Public holidays * Please note that some years have a higher or lower number of bank holidays so this figure may need to be re-calculated on an annual basis Annual leave entitlements should be calculated in hours for all staff and entered into E- rostering/ Healthroster, where available. This allows for clarity, accuracy and facilitates time off for appointments and half days All staff must have their leave entitlement calculated inclusive of Public holidays Staff are responsible for informing their Line Manager when their leave entitlement increases. The additional leave entitlement will be calculated on a pro-rata basis for the complete months worked in the remaining leave year. If the member of staff does not notify the Line Manager of the increased entitlement then the uplift can only be backdated to the beginning of the current leave year it is the responsibility of Line Managers to make sure that each new leave year (1 st April) all their staff leave entitlements are accurate and, where available, entered into E-rostering/Healthroster. Using the Trust s Annual Leave calculator these points should be considered:- NHS service thresholds (5 and 10 years) Carried over leave Purchased leave Any change in contracted hours 7

8 It is the responsibility of all staff to ensure that their annual leave entitlement is correct. Where available, this can be viewed in their Employee Online and where they consider it to be inaccurate; they should speak to their Line Manager Term-time Contracts Staff on term-time only contracts take annual leave in line with the arrangement made. Staff on these contracts must inform their Line Manager when they reach the five and ten year NHS service thresholds as their paid hours will need to be recalculated Option to Purchase Additional Annual Leave This scheme enables staff to buy up to ten (10) days of additional annual leave (pro rata for part time staff), with the cost of buying that annual leave being spread equally over a whole year. The deductions will be adjusted to take account of any pay uplift such as increments or a change in hours The scheme is a benefit of the Trust and the purchase of additional leave will be considered on an individual basis, taking into account the needs of the service and reviewed on an annual basis. The objective is to promote opportunity of equity for everyone. If individuals have successfully purchased annual leave in the current leave year, this does not set a precedent for forthcoming years Staff who wish to buy additional annual leave will need to make a formal request to their Line Manager, using the appropriate form ( Application to Purchase Additional Annual Leave at Appendix One) All requests to purchase additional leave need to be approved first by the Line Manager. A second authorisation signature needs to be obtained from Head of Department or Area Manager. If the Line Manager refuses the application, then the member of staff can request the Area Manager to review the request Staff are required to submit their application to their Line Manager, at the latest by the second week of March. These should be with the Head of Department or Area Manager by the third week of March All requests will be considered subject to the needs of the service, including whether there is a need to backfill absence, if the member of staff will be carrying over any annual leave and whether requests have been submitted on a rolling annual basis therefore some requests may not be authorised Approved application needs to be sent, by the Head of Department or Area Manager, to the Transactional HR Department, ideally scanned by NHS mail, in advance of the April cut off; this is normally the 5 th of the month. The Transactional HR Department will be responsible for scanning all requests directly to the payroll team and an acknowledgement will be sent to the Head of Department or Area Manager to confirm it has been processed Staff are encouraged not to apply later than March as it creates difficulties for the payroll section in the administration of pay adjustments. However, if a member of staff wishes to apply later they are required to meet the payroll deadline for the associated month and need to be aware that deductions of salary will be spread over the reduced number of months in the remaining leave year. 8

9 Should a member of staff leave before the end of the leave year and they have purchased additional leave, a calculation will take place to assess what repayment arrangements need to be put in place Staff who take part in this scheme are advised to check their pay slips to ensure deductions are being made from the beginning of the new leave year. If there are any queries these should be directed to the Transactional HR Department in the first instance Budget managers have a duty to check their budget reports on a regular basis and the purchasing of annual leave is clearly marked against the appropriate staff member if deductions are in place. It is essential that these checks are made Entitlement on Changing Contractual Hours Where staff change their contracted hours, this will result in a re-calculation of their annual leave. The annual leave calculator can be used to calculate the change for complete or part months. If staff change their contracted hours part way through a month, entitlement will be calculated on the number of days worked on old and new contracted hours For a change in hours part way through the month, a re-calculation will need to be completed and then updated on the e-roster Example A member of staff reduces their hours from 37.5 hours to 30 hours per week on 10 th January (the figures below assume the member of staff has exceeded 10 years NHS service and there are 8 bank holidays in the year): Annual entitlement based on 37.5 hours per week = hours divided by 12 months = hours per month hours divided by 31 days in the month x 9 days = 7.43 hours Annual entitlement based on 30 hours per week = 246 hours divided by 12 months = 20.5 hours per month 20.5 hours divided by 31 days in the month x 22 days = hours Total for the month of January = hours Line Managers will be responsible for calculating entitlements where staff change their contracted hours Requesting Annual Leave Requests for annual leave should be made electronically via the staff Employee Online system. Those teams not yet live on E-rostering/Healthroster will need to continue with their paper process Each Unit/Ward/Department/Team should have its own local policy for annual leave which will reflect the needs of that particular service. This will specify the number of staff that can be on leave at the same time. The Trust advises that an average of 14% should be on leave at any one time. A calculation to aid managers to this effect is provided in Appendix Two. 9

10 Requests for leave should be made as early as possible, ideally more than twelve (12) weeks in advance in order for managers to plan proactively for service cover and safe staffing levels. Therefore, it is most important that leave requests be submitted before a roster is completed, which is eight (8) weeks in advance. However, if local arrangements are in place, these should be followed with requests made before rosters are completed, except in an emergency situation Approving Annual Leave Request Requests for leave should be approved as soon as possible. This should be done electronically, where available, via E-rostering/Healthroster. Where staff have made their requests within specified timescales, managers are required to approve (or decline) these requests within these timescales. In Erostering/ Healthroster, requests are shown in date order and where more than one member of a team requests the same time off, this is shown in order of request i.e. who requested first in chronological order. From this point managers can be fair and see clearly if other staff are off at the same time Whilst annual leave requests should not be unreasonably refused, all leave requests must be approved taking into account the needs of the service and where this will be compromised, managers have the right to refuse the request. However, where possible, discussion should take place with the member of staff and consideration given to alternative options which would allow the leave to be taken Any member of staff who feels their leave has been unreasonably refused should discuss their concerns with their Line Manager in the first instance. If it is not possible to achieve a satisfactory resolution then the Trust s Grievance Policy and Procedure should be referred to Staff must not book holidays or make commitments without having first approved the leave with the authorising manager A maximum of two (2) consecutive weeks of annual leave per request can be submitted. Requests extending beyond a two (2) consecutive week should be initially approved by the member of staff s Line Manager and then submitted to the Head of Department or Area Manager for approval Extended Period of Annual Leave Occasions may arise when an individual wishes or needs to take an extended period of annual leave i.e. all or most of their entitlement at once or an even longer period of annual leave or more than the departmental protocol normally allows. Such requests should not be unreasonably refused by the manager but this will be at the manager s discretion as Service needs must take priority. However, the manager should seek to ensure that the individual has regular planned annual leave/ time off throughout the rest of the year Working during Annual Leave Annual leave provides individuals with a chance to relax and recuperate and the Trust actively promotes staff taking all or at least their statutory leave entitlement each year Staff are therefore encouraged not to work during this time (this includes bank shifts within the Trust). In the event that operational reasons require the individual to attend work then the annual leave may be requested to be postponed. 10

11 5.9. Pay during Annual Leave All staff will receive basic pay during their annual leave. Monthly paid staff that receive regular enhancements will receive additional pay during the months that enhancements are paid which covers their entitlement to enhancements during annual leave periods (this will show on the pay slip as WTD Pay). Enhancements will therefore not be paid whilst the member of staff is actually on leave and should not be claimed Carry Over of Annual Leave It is expected that within the annual leave year, staff should be provided with the opportunity to take all their annual leave and should be pro-active in taking this leave Staff on a fixed term contract or a rotational post should use all their accrued annual leave before commencing a new post Staff that transfer within the Trust have the responsibility to make every effort to use their accrued annual leave prior to commencing their new post. If this is not possible then the staff member should seek agreement from the new Line Manager for the leave to be carried over Subject to the requirements of the service and review on a case by case basis, up to five (5) days annual leave may be carried forward on agreement of the manager and taken in the ensuing leave year. Part time staff will be entitled to carryover a pro-rata entitlement. This must be discussed in advance and subject to service requirement. Any carryover of annual leave should be taken by the end of June Regarding staff who have taken maternity leave, where the amount of accrued annual leave would exceed normal carry over provisions, it may be mutually beneficial to both the Trust and staff for the staff member to take annual leave before and/or after the formal (paid and unpaid) maternity leave period. The amount of annual leave to be taken in this way, or carried over, should be discussed and agreed between the staff member and Line Manager. Payment in lieu may be considered as an option where accrual of the annual leave (which includes Public holidays, where this falls on a member of staff usual working day) exceeds normal carry over provisions. (Please also refer to the Maternity, Paternity and Adoption Policy) The Trust does not operate a scheme whereby staff can sell back unused annual leave. If in exceptional circumstances, such a request is made, the manager should contact HR for advice Sickness Absence In line with the Trust s Managing Sickness Absence Policy staff will continue to accrue their contractual annual leave during sickness. Public holidays do not accrue during sick leave Staff who return to work following long-term sickness are expected to use their statutory annual leave accrued during the sickness as part of a graduated/phased return to work. Reference should be made to the Trust s Managing Sickness Absence Policy and Procedure. 11

12 In line with recent developments in case law 1, staff who are long-term sick have the right to receive at least their statutory entitlement to annual leave (less accrued bank holidays) if their sickness continues into a new leave year. Managers should therefore make arrangements for the balance of any outstanding statutory entitlement (less accrued bank holidays) to be carried over in to the new leave year. This may also be used to support a graduated/phased return to work. For example an employee that had not taken any annual leave could carry over a maximum of 20 days (150 hours). An employee than had taken 5 days leave could carry over 15 days (112.5 hours). This carried forward leave must be used within 18 months Staff may request to be paid for their statutory leave entitlement during sickness. Such requests will need to be by agreement with the Line Manager Staff who are sick prior to a pre-arranged period of annual leave and whose sickness extends into the leave period have the right to request that the leave is taken at a later date. Staff will need to provide a medical certificate to reclaim annual leave. Any charges for obtaining the certificate will be reimbursed If staff fall sick whilst on annual leave then, in accordance with Agenda for Change Terms and Conditions, the sickness should be reported on the first day of sickness as if they were not on annual leave (following the department s procedures for reporting absence). Staff may claim back the annual leave on production of a medical certificate and any charges for obtaining the certificate will be reimbursed In the event an individual should want to take annual leave whilst on long term sick, requests to do so should be made in advance and with the agreement of their manager. The manager may consult with Occupational Health. Staff should still request agreement for annual leave that was pre booked prior to their long term sick absence. If no agreement is achieved the absence will be treated as unauthorized and unpaid. When annual leave is agreed that period of time will be recorded as annual leave and paid as annual leave. Staff should always keep their manager informed of their availability and contact details as there may be a requirement for them to attend any review meetings and be available for Occupational Health Consultations If a staff member on a term time only contract is on sick leave over a school holiday then the manager should contact the HR department for advice regarding this Religious and Cultural Observance Subject to service needs, the Trust will support requests, wherever possible, for time off during religious festivals, which are not covered by statutory Public holidays. Line Managers should use discretion to grant annual leave, time off in lieu, flexible working, make up the time or unpaid leave when considering requests for such leave It is recommended that staff make their request for time off as soon as the dates are known in order to facilitate the effective planning of leave arrangements. Line Managers should keep in mind that some religious festivals are determined by the lunar calendar, and therefore dates change from year to year. The dates for some festivals do not become clear until quite close to the actual day. Managers will be expected to consider such requests in accordance with service needs, and accommodate these where reasonable to do so. 1 Plumb v Duncan Print Group Ltd

13 Further information on Religious and Cultural Festivals is available from the Equality and Diversity Lead Unpaid Leave There may be circumstances when it is appropriate for a manager to allow an individual to take unpaid leave, subject to the needs of the service. Examples include: to enable an individual to take an extended period of annual leave; or an individual has just joined the Trust and has a pre-booked holiday for which they would not have enough annual leave entitlement In normal circumstances, the individual s paid annual leave entitlement should be used up first Reference should also be made to the Trust s Special Leave Policy and Procedure, if appropriate Entitlement on Leaving the Trust Staff on leaving the Trust will receive their annual leave entitlement as accrued pro rata for the current leave year, less any annual leave taken Staff who have taken leave in excess of their entitlement will have the appropriate deduction made from their final salary payment. 6. Monitoring Compliance 6.1. Human Resources (HR) will monitor and analyse data on a quarterly basis. HR will use the data to monitor the implementation of the policy and management of cases. In addition, the data will be collated and analysed for information regarding the level of annual leave taken and the reasons for carryover of annual leave Subsequently, the data will be used to inform and improve policies, as well as provide recommendations for improving working practices. HR will provide relevant reports, based on this data, to the Strategic Workforce Committee (SWC), Executive Board and the Joint Consultative and Negotiating Committee (JCNC) as required. 7. Policy Review 7.1. The policy and procedures contained within these documents will be in place for three years following approval of a review and amendments. An earlier review can take place should exceptional circumstances arise resulting from this policy; in whole or in part, being insufficient for the purpose and/or if there are legislative changes. 8. Associated Documents Grievance Policy and Procedure Managing Sickness Absence Policy and Procedure Managing Stress and Enhancing Wellbeing Policy and Procedure 13

14 Maternity, Paternity and Adoption Policy and Procedure Roster Policy and Procedure 9. Supporting References Working Time Regulations (1998: Amended 2003 & 2007) Part-time Workers (Prevention of Less Favourable Treatment) Regulations (2000) Agenda for Change Terms and Conditions Agreement (November 2004) 14

15 APPENDIX ONE APPLICATION TO PURCHASE ADDITIONAL ANNUAL LEAVE Additional leave may be requested in accordance with the Trust s Annual Leave Policy and Procedure. This scheme enables staff to buy up to 10 days of additional annual leave (pro rata for part time staff), with the cost of buying that annual leave being spread equally over a whole year To: hp-tr.hantsptworkforceplanning@nhs.net or Transactional HR Department, Hawthorn Lodge, Moorgreen Hospital, Botley Road, West End. SO30 3JB. Name:... (please print your name) Directorate:... Base:... Payroll Assignment Number:... (shown on your payslip) I am applying to purchase.. days/hours annual leave during the leave year / and understand that the cost of this will be recovered from my pay for the remaining months of this financial year. I also understand that this will have no impact on my pensionable service if I contribute to the NHS Pension Scheme. I agree that, should I leave before the end of this leave year, the amount owed to the Trust in respect of this leave can be deducted from my final salary payment. Signed:... Date:... I approve / do not approve* this application Signature:... (Line Manager) Job Title:... (please print) Contact Telephone Number:... I approve / do not approve* this application Signature:... (Head of Department / Area Manager) Name:... (please print) * delete as appropriate 15

16 Notes: 1. This form will not be processed unless all of the details shown above (including your payroll assignment number) have been completed. If any part is incomplete it will be returned to you for the missing parts to be filled in. 2. The application MUST be signed by all parties. 3. The initial application must be submitted by you to your Line Manager by the second week of March. 4. If the leave is approved at all stages, this form must be received in the Transactional HR department by 1 st April; if this falls on a weekend it must be received by the Friday before. 5. It is essential to check that deductions are being made from your April pay and if not the Transactional HR Department must be notified by to hptr.hantsptworkforceplanning@nhs.net or by phone on or Any overpayments made will be recovered in full. 16

17 APPENDIX TWO Annual Leave Algorithm: Calculating the number of staff who may take annual leave at any one time. Example: A Unit has 21 Whole Time Equivalent (WTE). The percentage of staff on annual leave at any time is 14.0% Therefore: 21 x = WTE You would need to try and allocate approximately 3 members of staff per week on leave to achieve balance over the year. The number of WTE in post can be viewed in E-rostering/Healthroster, where available, by using the details pane under My Staff Details. Please note: This number is based on WTE in post; therefore as staff join and/or leave you will need to recalculate the above. 17

18 APPENDIX THREE Equality Impact Analysis Screening Tool Equality Impact Assessment (or Equality Analysis ) is a process of systematically analysing a new or existing policy/practice or service to identify what impact or likely impact it will have on protected groups. It involves using equality information, and the results of engagement with protected groups and others, to understand the actual effect or the potential effect of your functions, policies or decisions. The form is a written record that demonstrates that you have shown due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations with respect to the characteristics protected by equality law. For guidance and support in completing this form please contact a member of the Equality and Diversity team. Name of policy: Annual Leave Policy and Procedure Policy Number: SH HR 47 Department: Human Resources Lead officer for assessment: Louise Jones: Senior HR Manager Date Assessment Carried Out: April 2013 Reviewed June 2016; March Identify the aims of the policy and how it is implemented. Key questions Briefly describe purpose of the policy including: How the policy is delivered and by whom Intended outcomes Answers / Notes To provide a standard and equitable approach to the management and calculation of annual leave and Bank/Public holiday entitlements for staff. Southern Health NHS Foundation Trust (the Trust ) is committed to developing and maintaining working arrangements that enable staff to achieve a work-life balance. The Trust recognises the importance of annual leave in helping staff to achieve this. Annual leave is an important part of work life balance; equally the good management of annual leave by the individual and the manager is essential to the health and safety of the employee and the organisation. 2. Consideration of available data, research and information Monitoring data and other information involves using equality information, and the results of engagement with protected groups and others, to understand the actual effect or the potential effect of your functions, policies or decisions. It can help you 18

19 to identify practical steps to tackle any negative effects or discrimination, to advance equality and to foster good relations. Please consider the availability of the following as potential sources: Demographic data and other statistics, including census findings Recent research findings (local and national) Results from consultation or engagement you have undertaken Service user monitoring data Information from relevant groups or agencies, for example trade unions and voluntary/community organisations Analysis of records of enquiries about your service, or complaints or compliments about them Recommendations of external inspections or audit reports Key questions 2.1 What is the equalities profile of the team delivering the service/policy? Data, research and information that you can refer to The Equality and Diversity team will report on Workforce data on an annual basis. 2.2 What equalities training have staff received? 2.3 What is the equalities profile of service users? All Trust staff have a requirement to undertake Equality and Diversity training as part of Organisational Induction (Respect and Values) and E-Assessment The Trust Equality and Diversity team report on Trust patient equality data profiling on an annual basis 2.4 What other data do you have in terms of service users or staff? (e.g. results of customer satisfaction surveys, consultation findings). Are there any gaps? The Trust has an Equality Delivery System which will allow a robust examination of Trust performance on Equality, Diversity and Human Rights. This will be based on 4 key objectives that include: 2.5 What internal engagement or consultation has been undertaken as part of this EIA and with whom? What were the results? Service users/carers/staff 2.6 What external engagement or consultation has been undertaken as 1. Better health outcomes for all 2. Improved patient access and experience 3. Empowered, engaged and included staff 4. Inclusive leadership Staff Side representatives 19

20 part of this EIA and with whom? What were the results? General Public/Commissioners/Local Authority/Voluntary Organisations In the table below, please describe how the proposals will have a positive impact on service users or staff. Please also record any potential negative impact on equality of opportunity for the target: In the case of negative impact, please indicate any measures planned to mitigate against this. 20

21 Age Disability Gender Reassignment Positive impact (including examples of what the policy/service has done to promote equality) Negative Impact No negative impact s have been identified at this stage of screening Staff with disabilities may have more annual leave to carry over if they have had long term sickness absence in the qualifying holiday year. No negative impact s have been identified at this stage of screening Action Plan to address negative impact Actions to overcome problem/barrier Managing Sickness Absence Policy with regard to accrual of annual leave when an individual is on long term sick Resources required Responsibility Target Marriage and Civil Partnership Pregnancy and Maternity Accrual of annual leave during maternity No negative impact s have been identified at this stage of screening Race Religion or Belief Subject to service needs, the Trust will support requests, wherever No negative impact s have been identified at this stage of screening Staff with religious beliefs may need annual leave on Mangers should deal with individual requests and must 21

22 possible, for time off during religious festivals, which are not covered by statutory public holidays. Line Managers should use discretion to grant annual leave, time off in lieu, flexible working, make up the time or unpaid leave when considering requests for such leave. specific days to celebrate festivals or take part in religious ceremonies. If these requests are denied, this could amount to indirect discrimination. be able to justify why any requests like this cannot be granted. Sex Sexual Orientation The aim is to eliminate unlawful discrimination of employees especially with regards to full time and part time working. The policy ensures that employees are not treated differently or unfairly. Purchasing additional leave: Staff who do choose to purchase additional leave have the salary deducted over a twelve month period and not in the weeks that the additional leave is taken No negative impact s have been identified at this stage of screening No negative impact s have been identified at this stage of screening 22

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

ANNUAL LEAVE AND BANK HOLIDAY POLICY

ANNUAL LEAVE AND BANK HOLIDAY POLICY ANNUAL LEAVE AND BANK HOLIDAY POLICY Summary This policy and procedure sets out the guiding principles for ensuring that requests for annual leave (and Bank Holiday leave where applicable) are dealt with

More information

Annual Leave Policy (Non-Medical Staff)

Annual Leave Policy (Non-Medical Staff) Annual Leave Policy (Non-Medical Staff) Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 2 Author & Job Title Ratified by HR042 Date ratified May 2015

More information

ANNUAL LEAVE AND GENERAL PUBLIC HOLIDAYS POLICY

ANNUAL LEAVE AND GENERAL PUBLIC HOLIDAYS POLICY ANNUAL LEAVE AND GENERAL PUBLIC HOLIDAYS POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Remuneration Committee Date of Approval 27 th February 2014 Date of Implementation 1 st April 2014

More information

Special Leave Policy & Procedure

Special Leave Policy & Procedure Version 2 SH HR 51 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides guidance for staff and managers for requests of special leave, parental leave,

More information

Annual Leave Policy. Reference Number: Gayle Williams Senior HR Advisor. Author & Title: Review Date: 09 January 2017.

Annual Leave Policy. Reference Number: Gayle Williams Senior HR Advisor. Author & Title: Review Date: 09 January 2017. Annual Leave Policy Reference Number: 7030 Author & Title: Gayle Williams Senior HR Advisor Responsible Director: Director of HR Review Date: 09 January 2017 Ratified by: Claire Buchanan Director of HR

More information

ANNUAL LEAVE POLICY. Contents. 1. Introduction Purpose and Outcomes Policy in Practice... 2

ANNUAL LEAVE POLICY. Contents. 1. Introduction Purpose and Outcomes Policy in Practice... 2 ANNUAL LEAVE POLICY Contents 1. Introduction... 2 2. Purpose and Outcomes... 2 3. Policy in Practice... 2 4. Monitoring Compliance and Effectiveness... 7 5. References... 7 Appendix 1 Procedural Responsibilities...

More information

Managing Sickness Absence Policy

Managing Sickness Absence Policy SH HR 54 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This policy sets out the Trust s standards and expectations on how managers and staff manage sickness absence.

More information

Human Resources. Comment / Changes / Approval 1.0 Nov 2004

Human Resources. Comment / Changes / Approval 1.0 Nov 2004 Document Control Title Annual Leave Policy (Agenda for Change) Author Author s job title HR Manager Directorate Department Version Date Issued Status Comment / Changes / Approval 1.0 Nov 2004 Final Agreed

More information

WALSALL HEALTHCARE NHS TRUST. Document Title. Annual Leave Policy. Lead Author(s)

WALSALL HEALTHCARE NHS TRUST. Document Title. Annual Leave Policy. Lead Author(s) Document Title Annual Leave Policy Document Description Document Type Policy Service Application Trust Wide Version 2.0 Sue Wakeman Human Resources Director of HR Lead Author(s) Change History Version

More information

Annual Leave Policy HR04 Annual Leave Policy V1.0

Annual Leave Policy HR04 Annual Leave Policy V1.0 Annual Leave Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 22 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s): Hannah Preston Version:

More information

Policies, Procedures, Guidelines and Protocols

Policies, Procedures, Guidelines and Protocols Policies, Procedures, Guidelines and Protocols Title Trust Ref No 714-36859 Local Ref (optional) Main points the document covers Who is the document aimed at? Owner Document Details Annual Leave and General

More information

To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner.

To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner. ANNUAL LEAVE POLICY Document Summary To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner. POLICY NUMBER POL/004/015 DATE RATIFIED 1 March 2017 DATE IMPLEMENTED

More information

Non-Medical Staff Annual Leave Policy

Non-Medical Staff Annual Leave Policy Non-Medical Staff Annual Leave Policy Approved By: Policy & Guideline Committee Date Approved: 26 July 2013 Trust Reference: B22/2013 Version: Version 2 Supersedes: Non-Medical Staff Annual Leave Policy,

More information

Annual Leave and Bank Holiday Policy

Annual Leave and Bank Holiday Policy Annual Leave and Bank Holiday Policy Date Impact Assessed: September 2013 Version No: 1 No of pages: 9 Date of issue: September 2013 Date of next review: Distribution: All Staff Published: September 2013

More information

Annual Leave and Bank Holiday Policy

Annual Leave and Bank Holiday Policy Annual Leave and Bank Holiday Policy Date Impact Assessed: September 2013 Version No: 1 No of pages: 9 Date of issue: September 2013 Date of next review: March 2016 Distribution: All Staff Published: September

More information

Annual Leave Policy. Nico Batinica, Head of Business Intelligence and HR Systems. Author (s) Leeds Community Healthcare NHS Trust Corporate Lead

Annual Leave Policy. Nico Batinica, Head of Business Intelligence and HR Systems. Author (s) Leeds Community Healthcare NHS Trust Corporate Lead Annual Leave Policy Author (s) Nico Batinica, Head of Business Intelligence and HR Systems Leeds Community Healthcare NHS Trust Corporate Lead Sue Ellis Director of Workforce Date approved by Joint Negotiating

More information

Annual Leave. Policy: HR51

Annual Leave. Policy: HR51 Annual Leave Policy: HR51 Policy Descriptor This Policy applies to all employees excluding Bank staff and Medical and Dental Staff, for whom separate provisions apply. This policy will ensure that the

More information

Annual Leave Policy (Incorporating Special Leave)

Annual Leave Policy (Incorporating Special Leave) Annual Leave Policy (Incorporating Special Leave) Ref: ELCCG_HR04 Version: Version 3 Supersedes: HR04 V2 Author (inc Job Title): MLCSU HR Ratified by: Remuneration Committee (Name of responsible Committee)

More information

Lead Employer Annual Leave Policy. VERSION V11 January 2018

Lead Employer Annual Leave Policy. VERSION V11 January 2018 Type of Document Code Policy Sponsor Lead Executive Recommended by VERSION V11 January 2018 Policy Deputy Director of HR Director of HR LNC Date Recommended 11 January 2018 Approved by Workforce Council

More information

Date of Meeting: 15 th May Validation Date: 17/06/2014

Date of Meeting: 15 th May Validation Date: 17/06/2014 Document Type: PROCEDURE Title: Annual Leave Scope: Trust Wide Author/Originator and title: Eleanor Palmer-Rigby, HR Business Partner Lynne Bentham, Staff Side Chair Replaces: Version 4 Annual Leave excluding

More information

Annual Leave and Bank Holiday Policy NO. HRP16

Annual Leave and Bank Holiday Policy NO. HRP16 Annual Leave and Bank Holiday Policy NO. HRP16 Applies to: In principle to all substantive staff although Medical & Dental Staff should check their annual leave entitlement in the Handbooks governing their

More information

ANNUAL LEAVE AND BANK HOLIDAY POLICY

ANNUAL LEAVE AND BANK HOLIDAY POLICY ANNUAL LEAVE AND BANK HOLIDAY POLICY Version 2.0 Ratified By NHS West Cheshire Clinical Commissioning Group Governing Body Date Ratified Author(s) Midlands and Lancashire Commissioning Support Unit Responsible

More information

Annual Leave Guidance HR 20

Annual Leave Guidance HR 20 Annual Leave Guidance HR 20 April 2008 1 Document Management Title of document Annual Leave Guidance Type of document Guidance HR 20 Relevant to All Employees Author Department Directorate Andrew Stewart

More information

Annual Leave and Bank Holiday Policy No. HRP16

Annual Leave and Bank Holiday Policy No. HRP16 Annual Leave and Bank Holiday Policy No. HRP16 Applies to: In principle to all substantive staff although Medical & Dental Staff should check their annual leave entitlement in the Handbooks governing their

More information

Annual Leave Procedure

Annual Leave Procedure Reference Number: UHB 166 Version Number: 2 Date of Next Review: 10 th May 2020 Previous Trust/LHB Reference Number: T/172 Annual Leave Procedure Introduction and Aim Cardiff and Vale University Health

More information

SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18)

SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18) SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18) 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

More information

ANNUAL LEAVE POLICY 1 INTRODUCTION

ANNUAL LEAVE POLICY 1 INTRODUCTION ANNUAL LEAVE POLICY This policy should be read in conjunction with the information on Maternity, Paternity, Parental, Adoption, and Compassionate Leave and the Time off for Dependants section of the Employee

More information

Time off in Lieu (TOIL) POLICY

Time off in Lieu (TOIL) POLICY Time off in Lieu (TOIL) POLICY Document Summary To provide guidance to managers and staff on the purpose and use of Time off in Lieu (TOIL) POLICY NUMBER POL/004/036 DATE RATIFIED April 2016 DATE IMPLEMENTED

More information

Flexible Working & Working Time Policy

Flexible Working & Working Time Policy Flexible Working & Working Time Policy Policy Number Target Audience Approving Committee FW001 CCG staff CCG Executive Date Approved January 2014 Last Review Date July 2016 Next Review Date Policy Author

More information

Human Resources Policy

Human Resources Policy Human Resources Policy Policy Title : Annual Leave (non-medical staff) Policy Section : Leave Prepared by : HR, Staffside, HR Policy Development Group Version number : V4.1 Equality Impact Assessment :

More information

Annual Leave PERS 28

Annual Leave PERS 28 Annual Leave PERS 28 ICO Version: 2.0.0 Name & date of Approval Committee: Quality Assurance Committee 16 th October 2014 Name and & date of Ratification Committee: Senior Executive Management Team (SEMT)

More information

Human Resources Policy No. HR50

Human Resources Policy No. HR50 Human Resources Policy No. HR50 Annual Leave & Public Holidays (Medical Staff) Additionally refer to HR24 Maternity Leave HR25 Adoption Leave HR29 Special Leave HR31 Managing Sickness Absence HR41 Travelling

More information

References Other CLC policies relating to this policy. Legislation relating to this policy

References Other CLC policies relating to this policy. Legislation relating to this policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

More information

UNIVERSITY OF ESSEX PROFESSIONAL STAFF

UNIVERSITY OF ESSEX PROFESSIONAL STAFF UNIVERSITY OF ESSEX PROFESSIONAL STAFF Dear XXXXXX This is your statement of main terms and conditions of service which forms part of your contract of employment with the University of Essex. You should

More information

Annual Leave (Medical Staff)

Annual Leave (Medical Staff) Annual Leave (Medical Staff) Target Audience Who Should Read This Policy All Medical Staff Version 1.0 October 2016 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1

More information

ANNUAL LEAVE PROCEDURE

ANNUAL LEAVE PROCEDURE TRUST-WIDE NON-CLINICAL GUIDANCE DOCUMENT ANNUAL LEAVE PROCEDURE Policy Number: Scope of this Document: Recommending Committee: Appproving Committee: HR-G2 All Staff (excluding Medical) HR Policies Group

More information

Registered Redundancy Policy

Registered Redundancy Policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

More information

FLEXIBLE WORKING POLICY

FLEXIBLE WORKING POLICY Employment Manual FLEXIBLE WORKING POLICY Flexible working arrangements available for employees This document applies to all County Council employees exceptions are: posts where the duties and responsibilities

More information

Study Leave Policy for Senior Medical and Dental Staff

Study Leave Policy for Senior Medical and Dental Staff Study Leave Policy for Senior Medical and Dental Staff 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

More information

Workforce Remuneration Policy

Workforce Remuneration Policy SH HR 74 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document sets out the Trust s position in terms of its remuneration policy for staff and non-executive

More information

Human Resources. Annual leave policy statement

Human Resources. Annual leave policy statement Human Resources Annual leave policy statement November 2011 Contents 01 Annual leave policy statement 3 02 Calculation of leave 4 03 Public holidays and privilege holidays 5 04 What must be done 6 05 Annual

More information

Annual leave and bank holiday policy

Annual leave and bank holiday policy Document level: Trustwide (TW) Code: HR2.6 Issue number: 3 Annual leave and bank holiday policy Lead executive Director of Nursing Therapies Patient Partnership Author and contact number Head of Human

More information

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY_HR24_JANUARY 2016 Policy title Job Share Policy and Procedures

More information

3. An employee is entitled to two career breaks within a 10 year period, however these cannot be two 5 year career breaks.

3. An employee is entitled to two career breaks within a 10 year period, however these cannot be two 5 year career breaks. 1. The Career Break Scheme allows employees to take time away and later return to HEFCW. This is discretionary and it will be approved in line with business need. It cannot be used to take up employment

More information

UNIVERSITY OF ESSEX ACADEMIC STAFF

UNIVERSITY OF ESSEX ACADEMIC STAFF UNIVERSITY OF ESSEX ACADEMIC STAFF Dear XXXXXX This is your statement of main terms and conditions of service which forms part of your contract of employment with the University of Essex. You should read

More information

Sleep In Policy & Procedure

Sleep In Policy & Procedure SH HR 73 Summary: Keywords: Target Audience: This document outlines the policy and procedure in respect of staff undertaking sleep in shifts. It clarifies payment arrangements including the availability

More information

ANNUAL LEAVE POLICY. November 2014

ANNUAL LEAVE POLICY. November 2014 ANNUAL LEAVE POLICY November 2014 Authorship: Committee Approved: HR Policy Lead adapted for local use by Y&HCS on behalf of Harrogate and Rural District CCG CCG Senior Management Team and Joint Trade

More information

B Can be disclosed to patients and the public

B Can be disclosed to patients and the public Policy: F10 Fixed Term Contracts Version: F10/01 Ratified by: Trust Management Team Date ratified: 14 th May 2014 Title of Author: Head of HR Consultancy Services Title of responsible Director Director

More information

Policy for Pay Progression Using Gateways

Policy for Pay Progression Using Gateways Policy for Pay Progression Using Gateways Policy HR 18 January 2008 Document Management Title of document Policy for Pay Progression Using Gateways Type of document Policy HR 18 Description This policy

More information

Annual Leave Purchase Scheme 2011/12

Annual Leave Purchase Scheme 2011/12 FOR DECISION AGENDA ITEM 3.4 20 June 2011 Annual Leave Purchase Scheme 2011/12 Report of Paper prepared by Head of HR Policy and Compliance HR Policy and Compliance Officer Executive Summary The purpose

More information

Sustainable Procurement Policy

Sustainable Procurement Policy SH NCP 69 Sustainable Procurement Policy Summary: Keywords: Target Audience: This document contains the Trust s policy on Sustainable Procurement. It sets out the Trust s commitment to minimise the economic

More information

SECTION H Guide to Managing Collective Redundancies

SECTION H Guide to Managing Collective Redundancies SECTION H 2017-2020 143 144 2017-2020 H1 Legislation ------------------------------------- 146 H2 Requirement to Notify Government ----- 146 H3 Redundancy Payments -------------------- 146 H4 Definition

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

Sickness Absence (incorporating Stress) v.1.0 Document reference: POL 024

Sickness Absence (incorporating Stress) v.1.0 Document reference: POL 024 Sickness Absence (incorporating Stress) v.1.0 Document reference: POL 024 Document Type: Policy Version: 1.0 Purpose: This policy has been designed for managers and staff to ensure appropriate management

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

Additional Annual Leave Purchase Scheme V3.0

Additional Annual Leave Purchase Scheme V3.0 Additional Annual Leave Purchase Scheme V3.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities...

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

Trust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012

Trust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012 Grievance and Disputes Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Andrew Maloney (Director

More information

Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies)

Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies) Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies) Ratification Process Lead Author: Developed by: Senior OD & HR Manager,

More information

RECRUITMENT AND APPOINTMENTS POLICY

RECRUITMENT AND APPOINTMENTS POLICY RECRUITMENT AND APPOINTMENTS POLICY POLICY STATEMENT 1. PHSO aims to have a diverse workforce that reflects the community we serve and the working populations around our offices in order to help us achieve

More information

Date ratified June, Implementation Date August, Date of full Implementation August, Review Date Feb, Version number V02.

Date ratified June, Implementation Date August, Date of full Implementation August, Review Date Feb, Version number V02. Document Title Reference Number Lead Officer Author(s) Ratified by Disputes Policy NTW(HR)07 Lisa Crichton-Jones Acting Executive Director of Workforce and Organisational Development Jacqueline Tate-Workforce

More information

ANNUAL LEAVE & PUBLIC HOLIDAY PROCEDURE

ANNUAL LEAVE & PUBLIC HOLIDAY PROCEDURE ANNUAL LEAVE & PUBLIC HOLIDAY PROCEDURE Annual Leave and Public Holiday Procedure Page: 1 of 26 Recommended by Approved by HR Senior Management Team Executive Management Team Approval Date 16 December

More information

Annual Leave Policy. Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation and Workforce

Annual Leave Policy. Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation and Workforce Document Control Sheet Q Pulse Reference Number POL-WOD-HR-18 Version Number 01 Document Author Karen Forsyth, Head of HR Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation

More information

Asbestos Policy. Version 2

Asbestos Policy. Version 2 SH NCP 41 Summary: Keywords (minimum of 5): (To assist policy search engine) The sets out how Southern Health NHS Foundation Trust will comply with all relevant Health and Safety legislation regarding

More information

Document Control. Title Annual Leave Policy (for Medical and Dental staff)

Document Control. Title Annual Leave Policy (for Medical and Dental staff) Document Control Title Annual Leave Policy (for Medical and Dental staff) Author Directorate Nursing, Quality and Workforce Version Date Issued Status Supersed ed 1.0 Feb 2007 1.1 Mar 2012 1.2 Jul 2012

More information

NHS Organisation. Grievance Policy

NHS Organisation. Grievance Policy NHS Organisation Grievance Policy Approved by: Welsh Partnership Forum Issue date: 10 March 2016 Review date: March 2019 1 (10/03/16) C O N T E N T S 1. Introduction 2. Scope 3. Purpose 4. Rights to be

More information

Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5)

Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5) Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5) 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

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Ratification date: November 2016 Review date: November 2019 1 Contents 1 Policy

More information

TEACHERS PAY POLICY. Last Amended September First Review September Page 1

TEACHERS PAY POLICY. Last Amended September First Review September Page 1 TEACHERS PAY POLICY To ensure all staff, Directors and Academy Council Governors are aware of their responsibilities and outlines how the Trust is compliant with the STPCD: The Teachers Pay and Conditions

More information

ANNUAL LEAVE POLICY. Human Resources Service

ANNUAL LEAVE POLICY. Human Resources Service ANNUAL LEAVE POLICY Human Resources Service NB. This policy is available on the University of Cumbria website and it should be noted that any printed copies are uncontrolled and cannot be guaranteed to

More information

Fixed Term Contracts Policy

Fixed Term Contracts Policy Fixed Term Contracts Policy This document outlines the process for managers on the use of fixed term contracts and staff on fixed term contracts. Key Words: Fixed, Term, Contracts Version: 3 Adopted by:

More information

Display Screen Equipment Policy

Display Screen Equipment Policy SH HS 11 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: To satisfy legislative requirements and protect Southern Health employees from ill health, this policy details

More information

Appendix 13: Parental Leave Policy

Appendix 13: Parental Leave Policy Appendix 13: Parental Leave Policy Name Parental Leave Policy Summary This policy is expressly for the purpose of allowing parents to spend quality time with their children and assist in balancing this

More information

SECONDARY EMPLOYMENT POLICY

SECONDARY EMPLOYMENT POLICY SECONDARY EMPLOYMENT POLICY Document History Date Issued December 2016 Version Number: 1 Status: Developed by: Policy Sponsor: Policy Area This Policy will impact on: Consultation: Approved by Committees:

More information

HR PROCEDURE: BUYING AND SELLING ANNUAL LEAVE (ADDENDUM TO FLEXIBLE WORKING HRP001)

HR PROCEDURE: BUYING AND SELLING ANNUAL LEAVE (ADDENDUM TO FLEXIBLE WORKING HRP001) HR PROCEDURE: BUYING AND SELLING ANNUAL LEAVE (ADDENDUM TO FLEXIBLE WORKING HRP001) Table of Contents 1. Why we need this Policy... 3 2. What the Policy is trying to do... 3 3. Which stakeholders have

More information

Human Resources Policy No. HR37

Human Resources Policy No. HR37 Human Resources Policy No. HR37 Employment Break Scheme Additionally refer to HR01 Equal Opportunities HR16 Grievances and Disputes HR18 Reviews and Appeals in relation to Assimilation under Agenda for

More information

Grievance Policy and Procedure

Grievance 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 information

ANNUAL LEAVE FOR CONSULTANTS AND SAS DOCTORS (MD9)

ANNUAL LEAVE FOR CONSULTANTS AND SAS DOCTORS (MD9) ANNUAL LEAVE FOR CONSULTANTS AND SAS DOCTORS (MD9) 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

More information

On-Call Policy. This policy covers all staff undertaking on-call with the exception of Doctors and Dentists. Information for:

On-Call Policy. This policy covers all staff undertaking on-call with the exception of Doctors and Dentists. Information for: CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: On-Call Policy Version Number: 1 Controlled Document Sponsor: Controlled Document Lead: Approved By: On: Policy Human Resources

More information

ANNUAL LEAVE POLICY. February Completed. Completed

ANNUAL LEAVE POLICY. February Completed. Completed February 2014 Authorship: Reviewing Committee: YHCS Workforce Team Joint Trade Union Partnership Forum Date: 25 th February 2015 Approval Body Senior Management Team Approved date: 7 th April 2015 Review

More information

Flexible Working Policy

Flexible Working Policy 1 Reader information Reference CCG Document purpose HR002 NHS Nottingham West CCG Sets out the policy for flexible working for staff at Nottingham West CCG Version V2.0 Title Author AGEM HR Business Partners

More information

Performance Development Review (Appraisal) Policy

Performance Development Review (Appraisal) Policy Performance Development Review (Appraisal) Policy Executive Director lead Author / Lead Feedback on implementation to Dean Wilson, Director of Human Resources Jennie Wilson / Dean Wilson Jennie Wilson,

More information

Managing Work Performance Policy

Managing Work Performance Policy MWP001 April 2014 Managing Work Performance Policy Policy Number Target Audience Approving Committee MWP001 CCG staff CCG Executive Date Approved 9 th April 2014 Last Review Date April 2014 Next Review

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

SABBATICAL LEAVE POLICY (H21)

SABBATICAL LEAVE POLICY (H21) H21 Sabbatical Policy SABBATICAL LEAVE POLICY (H21) 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

More information

Redundancy Policy and Procedure

Redundancy Policy and Procedure Redundancy Policy and Procedure September 2018 1. Introduction... 2 2. What is Redundancy?... 2 3. Consultation... 3 4. Avoiding Redundancies... 4 5. Selection Methods... 4 6. Voluntary Redundancy... 5

More information

Mansfield & Ashfield Clinical Commissioning Group Newark & Sherwood Clinical Commissioning Group SPECIAL LEAVE POLICY

Mansfield & Ashfield Clinical Commissioning Group Newark & Sherwood Clinical Commissioning Group SPECIAL LEAVE POLICY Mansfield & Ashfield Clinical Commissioning Group Newark & Sherwood Clinical Commissioning Group SPECIAL LEAVE POLICY Document purpose Version 1.1 Title The objective of this policy and procedure is to

More information

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12 Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document

More information

Policies, Procedures, Guidelines

Policies, Procedures, Guidelines Policies, Procedures, Guidelines Document Details Title Time off in Lieu (TOIL) Trust Ref No 1844-31097 Local Ref (optional) N/A Main points the document This policy details processes to be followed for

More information

Agenda for Change Rebanding Policy

Agenda for Change Rebanding Policy Agenda for Change Rebanding Policy Date Impact Assessed: November 2018 Version No: 2 Date if Issue: December 2018 Date of Next Review: October 2021 Distribution: All employees Published: December 2018

More information

Policies, Procedures, Guidelines

Policies, Procedures, Guidelines Policies, Procedures, Guidelines Document Details Title Employment Break Scheme Policy Trust Ref No 883-35410 Local Ref (optional) Main points the document This policy sets out the eligibility criteria

More information

Staff Rostering Policy

Staff Rostering Policy Staff Rostering Policy Document Summary This policy provides guidance for managers on the rostering of staff. POLICY NUMBER POL/004/043 DATE RATIFIED January 2016 DATE IMPLEMENTED January 2016 NEXT REVIEW

More information

Salary Overpayment Policy

Salary Overpayment Policy Chief Constable of Dyfed Powys Salary Overpayment Policy Version 2 1 VERSION CONTROL Version Date Author Reason for Change 2 27/03/14 Diane Jones Chief Financial Officer changed to Director of Finance/CFO

More information

Organisational Change

Organisational Change Organisational Change Contents Policy Statement... 2 Principles... 2 Organisational Change Process... 3 Phase 1: Engagement Period... 3 Phase 2: Formal Consultation Period... 5 Phase 3: Implementation...

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Flexible Working in support of Work Life Balance Approved by: Quality & Assurance Ratification date: November 2016 Review date: November 2019

More information

Capability Policy and Procedure

Capability Policy and Procedure Capability Policy and Procedure Version 2.4 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 must

More information

Casual Workers Policy

Casual Workers Policy Casual Workers Policy Version Version 1 Name of responsible Department Human Resources Date ratified 25 th February 2016 Document Manager (job title) HR Manager Date issued March 2016 Review date April

More information

GUIDANCE ANNUAL LEAVE & BANK HOLIDAY ENTITLEMENT

GUIDANCE ANNUAL LEAVE & BANK HOLIDAY ENTITLEMENT GUIDANCE ANNUAL LEAVE & BANK HOLIDAY ENTITLEMENT 1 SUMMARY 2 RESPONSIBLE PERSON: 3 ACCOUNTABLE DIRECTOR: 4 APPLIES TO: Guidance on annual leave and bank holiday entitlement. Sarah Price - Chief Officer

More information

Discovery School Policies and Procedures

Discovery School Policies and Procedures Discovery School Policies and Procedures Redundancy Policy Author(s): Bursar Date Written Date Reviewed: 13/7/15 *Reviewed By: Board Next Review Due: Spring Term 2018 **Review Cycle: Every three years

More information