NOT PROTECTIVELY MARKED

Transcription

1 DRESS APPEARANCE POLICY This procedure is part of North Yorkshire Police policy to which all personnel are required to adhere Policy Statement This policy statement is open to public viewing. North Yorkshire Police (NYP) is a professional uniformed police organisation and, as such, individuals as representatives of NYP should be appropriately dressed at all times during working hours. The standard and quality of clothing and equipment issued is aimed at enabling officers and staff to undertake their roles effectively and in a manner that mitigates risk. An equally important factor is the reassurance given to the public by having high-visible and approachable officers and staff working within our communities. All officers, staff and managers are required to comply with the contents of this policy and the NYP Dress and Appearance Standards. General Each policing unit has a unique job to do and as a result there are numerous uniform entitlements for specialist roles. Requests for additional items of clothing and equipment will require the completion of a risk assessment for the particular activity carried out by the specialist unit. This should then be endorsed by the appropriate Safer Neighbourhood (SN) Commander/Director and forwarded to the Clothing and Equipment Group for consideration.

2 Specialist Units such as Firearms/Dogs/PSU have their own group meeting where equipment expenditure is agreed. If a change in the agreed team clothing entitlement is requested, then the Clothing and Equipment Team should be informed as a matter of courtesy. Individual clothing is issued by the supplies team; specialist clothing and team equipment will be managed and issued by discipline Single Point of Contact (SPOC). Ownership of Uniform and Equipment You have a responsibility to act as the custodian for all of the items of uniform and equipment that have been issued to you throughout the period of your appointment. On leaving the Force you are required to return all of your uniform and equipment to the Supplies Team, a de-kit form will be sent to the area Human Resources (HR) department for processing. Warrant Cards and Identity Cards Whilst on duty, all personnel must carry warrant/identity cards. Additionally, police officers must carry warrant cards whilst off duty in any place where the officer has jurisdiction. The loss of warrant/identity cards must be reported immediately. Suspended personnel will be required to surrender warrant/identity cards upon demand. Her Majesty s (HM) Revenue & Customs Guidance to Officers Police Officers and Specials are entitled to a flat rate granted through their tax code via the tax office direct. This allowance covers all costs incurred in the upkeep of their uniform. The allowance is granted for items that are not provided by the employer, for example dry cleaning, washing garments and the purchase of boots. The amount has been agreed at national levels between the police Federation and HM Revenue and Customs. No additional amounts of relief are available regardless of the circumstances. Police staff who wear uniform must keep it clean and tidy. They need to inform their local taxation office for income tax allowances to be allowed in their personal taxation allowance. Insignia Only NYP corporate insignia should be worn. General points Unless otherwise indicated, the following points relate to NYP Officers and uniformed Police staff. Only authorised items of uniform and equipment may be worn/used Uniform may not be altered other than by agreement of the Clothing and Equipment Group Uniform which becomes ill fitting or shows signs of wear and tear should be exchanged in accordance with Force policy Where non standard items of uniform are authorised and issued for a particular duty or specialist role, the items may not, as a matter of course, be worn for other duties nor as a substitute for standard uniform

3 Court High visibility coat and lightweight high visibility jackets are compulsory when dealing with traffic or similar situations (e.g. on or in the vicinity of road accidents) or where indicated by a risk assessment Specialist clothing should be worn as intended Socks or other garments worn under the uniform should be discrete and in keeping with the uniform Shirt sleeve order can be worn at the discretion of the local senior officer This does not override the requirement for high visibility in the community Ties may also be removed at the discretion of the local Senior Officer. However, uniformed staff and Officers who are not front facing can remove their ties at their own discretion in hot weather All outer garments must show the correct authorised identification and insignia (fixed or by use of the appropriate epaulettes as supplied by the Supplies Team) Headgear is to be worn at all times when performing uniform duties, unless prevented by the urgency or nature of the particular duty If you normally wear uniform you should wear your operational uniform when you attend a Crown Court, Magistrates Court, Coroners Court, Civil Court or Employment Tribunal to give evidence. This will ensure you are able to deal with an incident at court or on your way to and from it. Diversity NYP is committed to ensuring that where possible the diverse needs of all staff are met in terms of religious and/or cultural observance, provided that they do not conflict with or compromise the delivery of our operational services and our obligations under Health and Safety. Wherever possible NYP shall respond sensitively to any issues or problems relating to uniform and equipment, and work together with individuals to establish the most positive and practical way to address their requirements. Contact your Diversity Unit or UNISON/Federation or your staff association. North Yorkshire Police (NYP) is committed to promoting the principles of Equality, Diversity and Human Rights (EDHR) in all areas of policing as an integral part of everyday business. NYP believes that members of all the communities it serves and all those who contribute to the service it provides have the right to be treated with dignity and respect. NYP will continually strive to ensure fair treatment for all is fundamental to the service it delivers. The aims of this policy are to: outline NYP s obligations and responsibilities in relation to EDHR embed EDHR in every aspect of policing and our partnership working promote Equality and Diversity and eradicate all forms of discrimination

4 ensure a proactive focus on improving services both internally and externally for the nine protected characteristic groups, making services accessible for all. Definitions: Equality is about managing differences so that everyone has the same opportunities through a fair and consistent application, and by creating a fairer society where everyone can achieve their maximum potential. Diversity is about understanding, recognising, respecting and valuing differences, treating people as individuals, and placing positive value on diversity in the community and the workforce. Human Rights are the basis rights and freedoms that everyone is entitled to. As a public authority, it is lawful for NYP to act in a way which is compatible with the rights set out in the convention and its protocols which are held within the Human Rights Act NYP will strive to maintain public confidence by: demonstrating fairness, sensitivity and understanding in its dealings with all sections of the community policing with integrity and respecting the rights of the individual putting communities first and responding to their needs and concerns our police officers and staff acting with compassion, humility and respect towards all communities they serve. NYP is committed to valuing and supporting its workforce by: seeking to eliminate unlawful discrimination, harassment and victimisation promoting policies that help realise the full potential of its diverse workforce developing a workforce which reflects and engages with the communities it serves by promoting dignity and respect for all engaging with all Police Officers and Police Staff to increase awareness and understanding of EDHR, and an environment where contributions are recognised and valued. Individual Responsibilities: There is a personal responsibility that all Police Officers and Police Staff must abide by this policy. This will ensure that all forms of discrimination are eliminated and that fairness, dignity and respect are promoted in the workplace whilst still delivering a high quality service to all the communities NYP serves. All line managers and supervisors have an additional responsibility to ensure that all individuals conform to the principles surrounding EDHR and that any failure to comply are made aware of these failures. Appropriate action will be taken to remedy the situation and ensure future compliance.

5 NYP have a corporate responsibility to ensure a proactive approach to delivering the EDHR principles within the force. This is achieved through the Equality, Diversity and Human Rights Leadership Board. The Board stands as a high level, internal forum which provides the strategic direction for NYP s EDHR agenda. LINKAGES Strategy: Subsidiary Linked Procedures: NYP Dress and Appearance Standards Other Documents: Appeals Procedure In the event an individual wishes to challenge a NYP policy/procedure they are initially invited to address their concerns to the Chief Constable or the Commissioner of NYP. Additionally, any NYP employee wishing to challenge a NYP policy/procedure may also do so through the Grievance Procedure. If the matter is not resolved the following can be pursued: Any employee or member of the public wishing to challenge a NYP policy/procedure may do so through: The regulatory body appropriate to the subject with which the policy/procedure is concerned or The courts Examples include the Independent Police Complaints Commission and The Information Commissioner. Legal Basis The legal basis in which the guidance is to operate can be found in: Personal Protective Equipment Regulations 1992 The Human Rights Act 1998 creates Convention Rights which are set out in Section 1 (1) of that Act. They are rights drawn from the European Convention on Human Rights and Fundamental Freedoms (ECHR). The provisions of this guidance are compatible with the Convention Rights. In application of this guidance, North Yorkshire Police will not discriminate against persons on the basis of age, sex, race, colour, language, religion, disability, political, or other opinion, sexual orientation, nationality or social origin, association with national minority, property, birth, or other status as defined under Article 14, Prohibition of Discrimination (ECHR). Start Date of document: 12/10/2009

6 Head of Function: ACC Sue Cross Territorial Policing Author & role: ACC Sue Cross Territorial Policing 10/06/2008 Extent of consultation: Mandatory: Legal/Risk & Staff Associations Optional: All Heads of Departments, Information Management, Health & Safety Date of Equality and Human Rights Assessment: 05/11/2012 (to be reviewed when policy/procedure reviewed) Date tested against the Code of Ethics: (to be reviewed when policy/procedure reviewed) Date of approval Joint Corporate Risk Group: Date of review: Remains in force until it is replaced or February 2015 Reviewer & role: Chris Galley, Deputy Chief Constable s Staff Officer, Chief Officer Team Executive Support Version: Date published onto policy/procedure subsite: Communication: Policies and Procedures Database Update 31/12/2012 Force wide / Message of the Day / In the Loop / Organisational Learning

7 EQUALITY SECTION EQUALITY AND HUMAN RIGHTS ASSESSMENT Dress Appearance Policy An Equality and Human Rights Assessment must be used to inform your decision making when developing new or existing policies, procedures, initiatives, working practices or functions (hereafter referred to as initiatives ). The Assessment must be completed before decisions are made, and remain a live document to be reviewed and continually updated at key milestones during development. Please refer to the guidance document when completing the assessment. 1) What are the aims, objectives and intended outcomes of the initiative? To ensure all police officers, police staff, Special Constables and volunteers employed by North Yorkshire Police are appropriately dressed whilst on duty and during their working hours in a standard of clothing and equipment that enables them to perform their roles effectively and safely. Where specialised uniform or equipment is required to meet a particular need i.e. the wearing of specialised clothing during pregnancy or the replacement of a helmet with a turban for Sikh and Muslim officers, equipment meeting the same standards will be provided to those persons having the characteristics at d) who request or require them. 2) What research/resources have been used or considered in the initial stages of this assessment? Procedures and policies in other police forces and law enforcement agencies have been examined and compared against this policy to identify if its content or activity associated with its compliance will produce direct or indirect benefits or negative consequences for those with characteristics at d). There is no evidence or history of this type of policy producing negative or discriminatory consequences. 3) Who have you consulted with and what did you consult about? 4) Following assessment of available information, has a beneficial (positive) or adverse (negative) impact been identified OR is the initiative equality neutral? eg. no particular impact or minimal affect on any group? Provide details on ALL decisions for ALL the protected characteristic groups below. Specify what actions, if any, will be taken as a result of the assessment, provide any findings and the reason any decisions were reached, and determine what changes may be necessary to either reduce any adverse impact or enhance any beneficial impact. If an adverse (negative) impact has been identified question 5 must be completed. Beneficial (positive) Adverse (negative) Neutral Details Age x

8 HUMAN RIGHTS Disability Gender Reassignment Marriage and Civil Partnership Pregnancy and Maternity Race Religion or Belief Sex (Gender) Sexual Orientation 5) If an adverse (negative) impact has been identified, please provide further details stating how any adverse impact can be justified for this initiative. The policy does not favour or provide any advantage or disadvantage to individuals with any of the characteristics at d). The policy impacts equally across the workforce Human Rights The European Convention on Human Rights came into force in the UK in 1953 and created convention rights and freedoms. The Human Rights Act 1998 gives further effect to these conventional rights and fundamental freedoms with, for example, a right for an individual to bring proceedings against a public authority.

9 The Human Rights Act contains 16 basic rights for all individuals, and these consist of : Absolute Rights (Articles) they can never be taken away or withheld, Limited Rights these may be restricted under explicit circumstances, Qualified Rights these require a balance between the rights of the individual and the needs of the wider community or state, for example, Articles Interference of a Qualified Right is only permissible if ALL the following apply : (a) There is a clear legal basis for the interference; and (b) The action/interference seeks to achieve a legitimate aim; and (c) The action is necessary in a democratic society. 1) Will the initiative engage anyone s Convention Rights? The purpose of the policy is to support fair application of expectations and procedure. 2) Will the initiative result in the restriction of a right? No 3) If any of the rights are Qualified Rights, you will need to undertake a balancing exercise. Consider the following: (a) Is the restriction on the right lawful? Is there a law which allows you to make the initiative? (b) What is the legitimate aim you are trying to achieve through this initiative? (c) Is the restriction necessary and proportionate? Are you restricting one person s rights to protect the rights of another individual? Is there another way to achieve the aim identified in (b)? No qualified rights are affected by this policy