Employee handbook 0913

EMPLOYEE HANDBOOK 2013

www.stepstowork.co.uk

www.startingpointrecruitment.co.uk

›

EMPLOYEE HANDBOOK 2013

CONTENTS 1.0

2.0

What to expect from your line manager

3.0

Staff Representatives and communication

4.0

Probationary period

5.0

Notice periods

6.0

Information Security and data protection

7.0

Equality and Diversity

8.0

Health and Safety 8.1 Accidents 8.2 Eye Test 8.3 Electrical items 8.4 Safeguarding 8.5 Alcohol and Drugs 8.6 Smoking 8.7 Environment and Sustainability

9.0

2

Code of Conduct 1.1 Disclosure of relationships 1.2 Contractors and negotiations 1.3 Equipment and materials 1.4 Gifts and hospitality

Induction and Employee development

10.0

Work Life balance 10.1 Maternity Leave 10.2 Adoption Leave

11.0

Leave 11.1 Annual Leave 11.2 Compassionate Leave 11.3 Carers leave

12.0

Pay and Pensions 12.1 Scottish Life 12.2 LGPS pension scheme

13.0

Sickness and Absence 13.1 Sickness and absence procedure 13.2 Medical/dental appointments

14.0

Travel and Transport 14.1 Annual travel discount scheme 14.2 Car parking 14.3 Mileage payments

15.0

Flexi Time

16.0

Management Systems

17.0

Employee Relations 17.1 Disciplinary procedure 17.2 Grievance procedure 17.3 Discrimination/harassment 17.4 Performance monitoring 17.5 Whistleblowing policy 17.6 Dual employment

‚ ›

EMPLOYEE HANDBOOK 2013

INTRODUCTION WELCOME TO STEPS TO WORK (WALSALL) LIMITED

‹

Steps to Work (Walsall) limited is a registered Charity (1100403) and a company limited by guarantee constituted under the Companies Act 1985 and registered in England and Wales (3738249) formed in 1999.

The Charity operates a wholly owned subsidiary – Starting Point Recruitment Limited, which is a company limited by shares and registered in England and Wales and formed in October 2002.

This handbook is designed for all new Steps to Work employees and contains information regarding the companies’ policies and procedures, which you will find useful during your employment.

This handbook supplements the induction training which you will be given. Should you require any further information about any of the policies or procedures do not hesitate to approach your Line Manager or the Personnel Officer.

2013 3

›

EMPLOYEE HANDBOOK 2013

1.0 CODE OF CONDUCT 1.0 CODE OF CONDUCT Steps to Work’s reputation depends largely on the conduct of its employees. Therefore Steps to Work expects you to behave at all times with integrity and to contribute fully to its efforts in delivering the highest possible standards of service.

You should always be courteous and helpful when dealing with members of the public and with each other. All employees are expected to be co-operative and to contribute to working as a team.

Steps to Work now has a number of offices within the Black Country and employees may be required to provide assistance at any of these offices from time to time.

All staff must deal with complaints as quickly as possible in accordance with set procedures and in a courteous and sympathetic way. If a complaint is serious YOU MUST report it to your Line Manager and it must be reported to the Chief Executive and Personnel Manager.

All information held about Steps to Work or in connection with the company and any of the above is to be regarded as confidential.

Given the highly confidential nature of the work you will undertake, you should understand the conversations with customers and the sharing of information in particular should be conducted in a confidential manner.

You should understand that any breach of this clause would constitute a very serious disciplinary offence for which you may be dismissed. Should you breach this clause after your employment has ended, the organisation may take legal action against you.

1.2 DISCLOSURE OF RELATIONSHIPS You must disclose relationships you have with employees at Steps to Work or Starting Point Recruitment, whether or not the job applicants are already employed by Steps to Work, if: You are a Board Member or Line Manager/Supervisor or you have direct responsibility for the post to which the appointment is to be made. Or you would normally be involved in any way with recruitment and selection to the post.

1.1 CONFIDENTIALITY You will not at any time during your employment (except as so far as is necessary in the course of your employment) or afterwards, disclose to any person any information as to the business, dealings, customer information, practice, accounts, finances, trading, software, know-how, affairs of the Steps to Work of any of Steps to Works, distributors, firms or companies otherwise connected with the company.

You must disclose the relationship in writing to the Chief Executive and you must take no part, or no further part, in recruitment and selection to the post.

1.3 CONTRACTORS AND NEGOTIATIONS In accordance with the law on declaring financial interests, you must inform the Chief Executive in writing about any relationship you may have with contractors or potential contractors which could be seen as giving financial gain or advantage.

1.4 EQUIPMENT AND MATERIALS Company facilities, equipment and materials – such as photocopier, telephone, petrol, the internet – should not be used for private purposes, except as shown below: a. You obtain the express permission of your manager b. You pay for their use

1.5 GIFTS & HOSPITALITY You must be especially careful about accepting any gifts, favours or hospitality from any person or any organisation having an interest in obtaining or providing services to Steps to Work.

Offers to attend purely social or sporting functions must be accepted only when they are part of the life of the community or where Steps to Work should be seen to be represented.

Gifts from contractors, service providers and clients are prohibited with the exception of inexpensive calendars, diaries, blotting pads, pens etc (perhaps marked with the donor’s name).

If in any doubt about whether you should accept a gift it is best to refuse it. If you are offered something you consider to be beyond a goodwill gesture (that is a bribe) you should tell your manager, who has a duty to report it to the Chief Executive.

4

‹ ›

EMPLOYEE HANDBOOK 2013

2.0 WHAT TO EXPECT FROM A MANAGER 2.0 WHAT TO EXPECT FROM YOUR MANAGER

BEHAVIOURS

Your manager has a responsibility to you to provide the guidance, training and development assistance to help you to carry out your role effectively.

• • • •

The skills, knowledge and behaviours expected of Steps to Work’s managers are detailed as follows:

KNOWLEDGE • To provide guidance to the team and to advise on actions to be taken • To carry out training with staff • To provide guidance with regards to career aspirations

SKILLS • The ability to empower employees to have the confidence to make decisions • To be approachable • The ability to recognise when it is appropriate to guide and provide assistance • The ability to create a team environment • The ability to plan the training and development of the team • To motivate the team to perform

5

‹

To lead by example To demonstrate professional conduct at all times To give praise and reward to employees To complete regular reviews and provide constructive feedback

COMMUNICATION • • • •

To hold regular team meetings To hold regular one to one performance meetings with staff To ensure notice boards are up to date To ensure minutes from Staff Representative meetings are communicated to all staff in department.

›

EMPLOYEE HANDBOOK 2013

3.0 STAFF REPRESENTATIVES & COMMUNICATION

‚

3.0 STAFF REPRESENTATIVES AND COMMUNICATION In your area of work/department you will have a Staff representative who is responsible for attending staff reps meetings on the behalf of your team to highlight the view/concerns of those within the team and to feedback with regards to the operational and strategic issues discussed.

Should you have any ideas or concerns that you would like to have discussed at the Staff representative meetings please contact the staff rep in your department.

In addition to Staff Representative meetings other communication channels across Steps to Work include regular team meetings, the organisational newsletter, individual progress meetings, cross site meetings to discuss best practice, forums targeted at improving specific areas i.e equality, environmental issues.

› 6

EMPLOYEE HANDBOOK 2013

4.0 PROBATIONARY PERIOD

‹

During your first six months with Steps to Work your performance will be monitored and reviewed to ensure that everything possible is done to help you understand what is expected of you and help you to achieve the required standard of performance.

5.0 NOTICE PERIODS Periods of Notice to Terminate Employment are outlined in your terms and conditions. Please see Personnel if you require further information.

7

›

EMPLOYEE HANDBOOK 2013

6.0 INFORMATION SECURITY & DATA PROTECTION 6.0 INFORMATION SECURITY AND DATA PROTECTION All employees at Steps to Work have a responsibility to abide by the information security policy. All sensitive information must be stored securely and all passwords to management information systems must always remain confidential.

○ ○ ○ ○ NEVER SHARE YOUR PASSWORD ○ ○ ○ ○

‹

Steps to Work reserves the right to monitor the use and content of e-mails sent using Steps to Work equipment when circumstances warrant such action.

Personal data transmitted via e-mail is subject to the provisions of the Data Protection Act 1998.

You should be open about Steps to Work services and how these are provided. In particular circumstances,however, you are legally obliged to maintain confidentiality, for example the Data Protection Act. You should not use information obtained during your employment for personal gain or benefit. Nor should you pass it to others who might use it in such a way.

All information should be collected and stored in line with the Company’s Data Protection Policy, retention and destruction of information and security policy. At Steps to Work we process and store confidential customer information.

It is extremely important that all information remains confidential within the team and that individual’s abide by the security and data protection policies in place to protect the customers and the company. If you are ever unsure of your obligations with regards to secure data please speak to your line manager for guidance.

SECURITY IS NOT SOMETHING YOU BUY, IT’S SOMETHING YOU DO!

8

Never send such data via Internet/E-mail without encryption. Please refer to the e-mail and Internet Policy

›

EMPLOYEE HANDBOOK 2013

6.0 INFORMATION SECURITY & DATA PROTECTION

‹

DO NOT SAVE YOUR CV OR OTHER DOCUMENTS WITH PERSONAL INFORMATION TO OUR SYSTEMS. STEPS TO WORK WILL NOT BE HELD RESPONSIBLE IF YOU LEAVE YOUR INFORMATION FOR OTHERS TO SEE. SEE A MEMBER OF STAFF FOR ADVICE. THANK YOU.

9

›

EMPLOYEE HANDBOOK 2013

7.0 EQUALITY AND DIVERSITY

‹

DIVERSITY AND INCLUSION ARE THE KEYS TO SUCCESS STEPS TO WORK IS COMMITTED TO EQUALITY OF OPPORTUNITY, ENSURING EQUAL ACCESS TO OUR PROJECTS, REGARDLESS OF AGE, DISABILITY, GENDER REASSIGNMENT, RACE, RELIGION OR BELIEF, SEX, SEXUAL ORIENTATION, MARRIAGE AND CIVIL PARTNERSHIPS, PREGNANCY AND MATERNITY AND OFFENDER BACKGROUND. STEPS TO WORK ARE COMMITTED TO DISABILITY TWO TICKS AND INVESTORS IN DIVERSITY. ALL STAFF WILL RECEIVE EQUALITY AND DIVERSITY TRAINING.

10

›

EMPLOYEE HANDBOOK 2013

8.0 HEALTH AND SAFETY 8.0 HEALTH AND SAFETY

8.1 ACCIDENTS

8.5 ALCOHOL & DRUGS

It is your responsibility to maintain your awareness of emergency procedures. You must by law take reasonable care of the health and safety of yourself and other people, including your colleagues, who may be affected by anything you do at work.

If you suffer an injury as a result of an accident at work or are involved in a near miss, or are subject to violence, the details must be reported to your line manager immediately and an accident form must be completed by the qualified First Aider.

Alcohol consumption is not permitted during working hours. You must not attend work at any time whilst under the influence of alcohol or illegal drugs.

You should not do anything intentionally or recklessly which might interfere with provisions made in the interests of health, safety and welfare. In the case of pregnancy you must notify your line manager in writing as soon as your pregnancy is confirmed so that the Company may fulfil it’s legal obligations in respect of pregnant employees.

8.2 EYE EXAMINATION SCHEME

If you need any further information with regards to Health and Safety please speak to the Health and Safety Officer.

Steps to Work has a security plan which ensures the security and safety of staff, customers, visitors and information. All employees are to ensure that they are aware of this and follow it at all times.

There are designated first aiders and fire wardens at each site.

You will be informed of who these are at our induction.

11

The eye examination scheme enables employees who regularly use display screen equipment to attend an examination at the Steps to Work nominated Opticians with the cost being paid directly by Steps to Work or a nominal amount being reimbursed if a different optician is visited. Please see the Personnel Officer for more information.

8.3 ELECTRICAL ITEMS Employees must not bring any item of their own electrical equipment into work unless they have the permission of their line manager and the Health and Safety Officer to do so.

8.4 SAFEGUARDING At Steps to Work we take Safeguarding very seriously and ensure all staff have CRB checks. Staff are regularly trained and updated on how to help and prevent/protect against abuse and how to deal with it.

All employees are required to disclose criminal convictions at the time they occur.

‹

8.6 SMOKING Employees are not to smoke within the Steps to Work offices. Please speak to your line manager with regards to the designated smoking area within your department.

You will need to obtain authorisation when taking smoke breaks, and they should not interfere with your daily duties and/or the needs of customers and the business. Individuals must always sign in and out of the building when on a smoking break.

8.7 ENVIRONMENT AND SUSTAINABILITY Steps to Work values the environment and is committed to working through all of its services. The company have an in-house environmental group who, on behalf of the company, ensure that we pass on to future generations, a thriving community within a green, clean, safe, prosperous and healthy environment.

All employees are required to act responsibly to minimise the detrimental impact of its own services, projects and programmes on the environment and is committed to a programme of continual improvement in environmental performance. Further information can be found in the Environmental policy which each employee is required to read and sign.

›

EMPLOYEE HANDBOOK 2013

9.0 INDUCTION AND EMPLOYEE DEVELOPMENT Steps to Work aspires to be recognised as a learning organisation.

Managers are responsible for regularly agreeing learning and development needs with each employee and employees are encouraged to contribute to identifying and meeting their own jobrelated development needs.

An induction planner is organised for new employees to ensure a structured start to their employment. Steps to Work focus on mentoring and job shadowing as an effective way to develop staff, in addition to employees gaining qualifications to support their experience.

Employees are encouraged to discuss their training and development needs at regular progress meetings and reviews.

12

‹

Financial and Developmental support will be given for relevant learning and development opportunities in accordance with the department’s priorities and individual employee needs.

As a safeguard for Steps to Work investment in the development of its employees, where financial assistance is given to support the attainment of a qualification the employee must sign a declaration promising to remain in Steps to Work employ for a period of two years from the date they gain the qualification. Failure to meet this condition or failure to make satisfactory progress in studies or discontinuation of studies or leaving the employ of Steps to Work before gaining the qualification means the employee will have to repay the full cost or a contribution towards the cost of the financial assistance.

›

EMPLOYEE HANDBOOK 2013

10.0 WORK LIFE BALANCE 10.0 WORK LIFE BALANCE

10.1 MATERNITY LEAVE & PAY

At Steps to Work we recognise that we have a diversity of employees with differing needs. If you need support or reasonable adjustments please discuss with your line manager or personnel.

All employees have a legal entitlement to paid time off to attend antenatal appointments.

All requests will be taken into consideration in line with the needs of the business. Individuals can request a change to their working hours in line with the work life balance policy. This may be due to childcare, caring responsibilities, phased retirement or a disability.

‚

There are three elements of maternity leave, compulsory, ordinary and additional. The amount of leave an employee is entitled to depends on how long she has worked for Steps to Work.

All employees are entitled to some element of maternity leave regardless of how long they have worked with us, the hours of work or whether or not they intend to return to work. These entitlements relate solely to the amount of time off that can be taken and do not concern pay.

There are two elements of maternity pay: Occupational Maternity Pay and Statutory Maternity Pay. Your entitlement to these payments will depend on individual circumstances. Please see the maternity policy for further details.

10.2 ADOPTION LEAVE Adoption leave is special leave which may be granted in addition to annual leave to employees adopting a child.

Please see the adoption leave policy for details. This can be obtained from your line manager or your Personnel Officer.

13

›

EMPLOYEE HANDBOOK 2013

‹

11.0 LEAVE 11.1 ANNUAL LEAVE

11.2 COMPASSIONATE LEAVE

All employees are entitled to holiday entitlements based on the grade of their post as follows:

Compassionate leave is special leave which may be granted in addition to annual leave in the case of death or serious illness of a close relative. Close relative is defined as mother, father, husband, wife, brother, sister, son, daughter, common law husband or wife.

SPINAL COLUMN POINT

HOLIDAYS

AFTER 5 YEARS SERVICE

4 - 21

25

29

22 -28

26

31

29 - 40

28

33

41+

29

34

• • • •

Applies to all employees For the death of a close relative: 4 days with pay For the serious illness of a close relative: 3 days with pay Up to one day’s leave can be granted to attend the funeral of a mother-in-law, father-in-law or grandparent • Your line manager/supervisor should be informed at the earliest opportunity Accompanying relatives to the hospital, dentist or doctors is not considered to be appropriate reasons for granting compassionate leave.

Part time employees will receive a pro-rata entitlement to these holidays.

Holidays must be taken by arrangement with your line manager within the leave year. Annual leave not taken within a leave year may not be carried forward in to the next leave year unless there are special circumstances, in which case the manager may grant approval.

For employees who have taken leave in excess of their entitlement, the appropriate deduction will be made from their final payment.

14

11.3 CARERS LEAVE Carer’s leave is special unpaid leave which may be granted in addition to annual leave for an employee to care for a close relative for a period not exceeding 6 months.

›

EMPLOYEE HANDBOOK 2013

12.0 PAY AND PENSION 12.0 PAY AND PENSION

12.1 SCOTTISH LIFE PENSION

12.2 LGPS PENSION SCHEME

The pay period covers from the 1st – 31st of each month. Employees are paid monthly on the 28th of each month directly into their bank or building society accounts.

All new employees that joined Steps to Work after July 2009 are eligible to join Scottish Life Pension Scheme.

Steps to Work is a member of the Local Government Pension scheme.

If you are a member of the Local Government Pension Scheme and require further information about your pension scheme please contact West Midlands Metropolitan Authorities Pension Fund at Wolverhampton on 01902 554600.

Please contact Personnel for further information.

Each post is paid on a specific grade. A grade has a number of spinal column points. On 1st April each year you may be awarded an increment i.e move to the next spinal column point, provided that you have been in your current post for at least six months by the 1st April and that you do not exceed the maximum spinal point of the grade.

‹

This scheme was closed to new members from July 2009.

For further information on the Grading procedure or the re-grading procedure please see the Personnel Officer.

› 15

EMPLOYEE HANDBOOK 2013

13.0 SICKNESS AND ABSENCE 13.1 SICKNESS & ABSENCE PROCEDURE The Company’s Sickness Scheme is intended to supplement Statutory Sick Pay and Incapacity Benefit.

In order to qualify for company sick pay you are required to notify your manager immediately that you are unable to attend work due to sickness and you are required to keep your manager informed of how long your sickness absence is likely to continue.

13.2 MEDICAL/DENTAL APPOINTMENTS Day 4:

If you are still sick on the fourth day you must inform your manager and complete a Sickness Self Certification Form must be completed.

Day 8:

If your sickness continues for more than 7 days, on day 8 you should consult a doctor and obtain a medical statement. The medical statement should be sent to your supervisor immediately.

Failure to do so may lead to disciplinary action being taken.

Thereafter medical statements should be forwarded to the supervisor at frequent intervals as and when issued by the General Practitioner.

Day 1:

Routine appointments should be made wherever possible outside of core time. Where an employee has a hospital appointment they must show a copy of their appointment letter to their line manager and send it to the Personnel Officer.

On arrival from or departure to a medical appointment, it may be necessary to record one of the outer limits of the normal working day (8.45am – 1.00pm and 2.00pm – 5.15pm) as a notional arrival or departure time.

A maximum time of 2 hours is allowed for hospital appointments.

You must inform your manager immediately if you are unable to attend work due to sickness.

This call should be made between 8.45am and 9.30am.

A message on an answering machine or a text message is not sufficient. You must speak to your line manager or in their absence the line manager present in the office or Personnel.

Days 2&3: Keep your manager informed of how long your sickness absence is likely to continue.

Steps to Work may require you to visit Occupational Health if you are frequently absent due to sickness or you are absent for more than 4 weeks due to sickness or if you have regular periods of absence due to sickness.

You will have a return to work interview with your line manager on your return from every period of sickness.

Absences are monitored using the Bradford factor scoring system.

A high score will result in the management of sickness and absence procedure being followed. Please contact the Personnel Officer in respect of your sickness pay entitlement.

16

‹

Dentist

appointment 1.15pm today!

›

EMPLOYEE HANDBOOK 2013

14.0 TRAVEL AND TRANSPORT 14.1 ANNUAL TRAVEL CARD DISCOUNT SCHEME

14.2 CAR PARKING

14.3 MILEAGE PAYMENTS

This scheme is run by West Midlands Travel /Centro offers all employees the chance of purchasing a variety of annual bus or bus/rail travel cards at discounted prices.

Steps to Work do not own a carpark at any of their offices. Employees at some offices may have access to a carpark for which they will need to complete a form and wait for a space to become available.

Mileage payments with regards to mileage undertaken for work purposes are paid through payroll.

They are issued by Walsall MBC and are paid for through monthly, weekly or fortnightly repayments deducted from salaries/wages. It is the individuals responsibility to cancel the agreement when leaving.

Payment for these spaces will be deducted through payroll.

‹

Individuals are required to record mileage in a mileage book and claim on a monthly basis using a form P03. In line with our environmental policy Steps to Work also pay employees for mileage when a bike is used for work purposes.

Employees are also asked to share cars where possible when travelling between sites.

DON’T FORGET TO CAR SHARE

17

CYCLE TO WORK

›

EMPLOYEE HANDBOOK 2013

‹

15.0 FLEXI-TIME Flexi-Time Working Hours Steps to Works normal hours of operation are 8.45am to 5.15pm. The business needs of the organisation are always priority. The flexi-time system is available to all staff but employees must always gain authorisation from their line manager if they wish to arrive at work any later than 9am or if they wish to leave any earlier than 5pm.

STAFFING OF OFFICES It is a provision of the scheme that all departments are adequately staffed throughout the normal working day, including the lunch break.

Employees are therefore required to co-operate with their line managers to ensure that the service to the public is maintained.

CORE TIME Every employee must be at work during the hours of 10.00am to 12.00noon and 2.00pm – 4.00pm.

FLEXIBLE TIME

LUNCH TIME

RECORDING ARRIVAL AND DEPARTURE

The minimum lunch break is half an hour, but can be up to two hours providing the requirements of cover within the department are met.

Two documents are used to record the hours.

ACCOUNTING PERIOD – CARRYOVER PROVISIONS

One is a recorded sheet on which an individual records hours worked by entering actual times of arrival and departure from their workplace in the morning and afternoon. These times must be inserted at the time of arrival and departure and not later in the day.

The accounting period is four weeks and employees are allowed to carry forward to the next period up to 8 hours credit at the end of the accounting period, you will lose the excess. If you have more than 4 hours debit in an accounting period you may be subject to disciplinary action.

The other document is a control sheet, used in all the Company office’s to record the location of staff members when they are leaving the building.

FLEXI–LEAVE

STARTING POINT RECRUITMENT - STAFF HOURS

A maximum of 1 day or 2 half days leave per accounting period may be taken as flexi-leave. Applications for flexi leave are treated the same as those for annual leave and are only granted subject to the staffing requirements of the various sections being met.

Starting Point Recruitment are required to work different hours to those of Steps to Work due to the needs of the business. All working hours will be agreed by the Line Manager.

Starting times each day are between 8.30am – 10.00am Finishing times each day are between 4.00pm and 5.30pm

 18

›

EMPLOYEE HANDBOOK 2013

16.0 MANAGEMENT SYSTEMS

‹

EMPLOYEES ARE REQUIRED TO ENSURE THAT THEY ADHERE TO COMPANY PROCEDURES IN RESPECT OF COMPLETION OF PAPERWORK AND MAINTENANCE OF COMPUTERISED SYSTEMS, IN LINE WITH CONTRACTUAL AND QUALITY REQUIREMENTS. THIS INCLUDES ALL MANAGEMENT SYSTEMS; BS25999, ISO14001, ISO9001, MATRIX, INVESTORS IN PEOPLE, INVESTORS IN DIVERSITY, DISABILITY 2 TICKS.

19

›

EMPLOYEE HANDBOOK 2013

17.0 EMPLOYEE RELATIONS 17.1 DISCIPLINARY PROCEDURE

17.3 DISCRIMINATION/HARASSMENT

17.5 WHISTLE BLOWING POLICY

You should be advised of the conduct and standard of performance expected of you when you start a new job. Every attempt will be made to ensure that you are acquainted with the rules and regulations relating to your employment.

Steps to Work, through its equal opportunities policy opposes unfair or unlawful discrimination, harassment on the grounds of sex, race, colour, nationality, ethnic or national origin, marital status, disability, sexual orientation, age, trade union activity, political or religious/ cultural beliefs.

Steps to work has a whistle blowing policy to make it possible for anyone who has serious concerns to come forward and voice those concerns.

If at any time during your employment with Steps to Work your conduct or performance at work is not up to the required standard, Steps to Work may deal with any short comings through its disciplinary procedure.

This procedure is intended to help and encourage all employees to achieve and maintain acceptable standards of conduct, attendance and job performance and to ensure consistent and fair treatment for all.

Full details of the disciplinary procedure can be obtained from the Personnel Officer.

17.2 GRIEVANCE PROCEDURE As an employee you have the right to seek redress if you feel aggrieved about any matter relating to your employment. The steps that you should take for resolving such grievances are set out in the Steps to Work Grievance procedure.

The procedure enables a grievance to be raised and resolved promptly.

20

Steps to Work believes that all employees have the right to be treated with dignity and respect. If you believe that you have been unfairly discriminated against or harassed there is an internal means of redress specifically designed to deal with complaints of this nature.

There is both an informal and formal procedure to deal with cases of alleged discrimination/harassment should any employee wish to pursue a complaint.

17.4 PERFORMANCE MONITORING Steps to Work is a customer focused organisation and therefore requires all of its employees to provide a level of performance that will enhance our service delivery.

Performance monitoring of individuals will be undertaken to establish and agree performance levels which will be monitored with individual staff and their line managers.

The Management of Poor Performance procedure will be followed for any employees not achieving the required standard.

These issues will be taken seriously and treated on a confidential basis.

You must advise your manager of any possible irregularity in procedures or their operation.

Further, if you are aware of or suspect actions are being taken without proper or sufficient authority you have a duty to report this in writing to your manager or the manager of the employee taking the unauthorised action.

17.6 DUAL EMPLOYMENT No employee should undertake work outside the company that may conflict with their work on behalf of the company.

This applies to all employees, including those on secondment, temporary assignment and working with voluntary organisations or trusts, or board members of arms-length voluntary organisations and trusts.

Officers above scale 6 (or equivalent) must devote their whole-time service to the company. They must not engage in any other business or take up additional appointment, without the written consent of their manager.

‚