Disciplinary Policy #NGH-PO-028
|
|
|
- Sharlene Kelly
- 10 years ago
- Views:
Transcription
1 Disciplinary Policy #NGH-PO-028 Business Area Human Resources Person Responsible Sarah Kinsella Created Last Review 2nd June, nd June, 2014 Status Complete Next Review n/a Screening Data Name, job title, department and telephone number of the person completing this Equality Impact Assessment Sarah Kinsella, Corporate HR Officer, 5770 What is the title and number of this policy/procedure/guideline? Disciplinary Policy - NGH-PO-028 What are the main aims, objectives or purpose of this policy/procedure/guideline? The purpose of this policy to establish clear processes for dealing fairly and reasonably with disciplinary cases. Who is intended to benefit from this policy/procedure/guideline? The Disciplinary Policy applies to all staff employed under a contract of employment, including medical and dental staff. Is this a Trustwide, Directorate only or Department only policy/procedure/guideline? Trustwide Who is responsible for the implementation of the policy/procedure/guideline? HR Recommend this EA for Full Impact Analysis? Yes Rate this EA Low Impact Assessment Data What data has been utilised to evidence the decisions regarding the impact this policy/procedure/guideline will have on the different equality strands/groups?
2 ACAS (2011). acas Code of Practice :1 Discipline and Grievances Procedures [online] London. ACAS. Available from [Accessed 18 October 2013] ACAS (2013). acas Discipline and Grievances at Work Guide [online] London. ACAS. Available from [Accessed 18 October 2013] Department of Health (2013). The NHS Constitution: the NHS Belongs to Us All [online] London. DH. Available from [Accessed 5 August 2013] NHS Employers (2013). Maintaining High Professional Standards in a Modern NHS [online] London. NHS Employers. Available from [Accessed 18 October 2013] NHS Employers (2013). Guidance for Employers on Sharing Information About a Healthcare Worker Where a Risk to Public or Patient Safety Has Been Identified [online] London. NHS Employers. Available from [Accessed 5 August 2013] Northampton General Hospital NHS Trust (2014) Appraisal Policy. NGH-PO-863. Northampton. NGHT Northampton General Hospital NHS Trust (2014) Management of Sickness Absence Policy. NGH-PO-031. Northampton. NGHT Northampton General Hospital NHS Trust (2014) Electronic and Internet (Including all Social Networking Sites) Policy. NGH-PO Northampton: NGHT Northampton General Hospital NHS Trust (2014) Supporting Staff Involved in an Incident, Complaint or Claim Policy. NGH-PO-245. Northampton. NGHT Northampton General Hospital NHS Trust (2013) Equality and Human Rights Strategy Northampton: NGHT Northampton General Hospital NHS Trust (2011) Alcohol, Drugs or Other Substance Misuse in the Workplace Policy. NGH-PO-037. Northampton. NGHT Northampton General Hospital NHS Trust (2010) Performance Management Policy. NGH-PO-118. Northampton. NGHT Northampton General Hospital NHS Trust (2010) Grievance Procedure. NGH-PR-041. Northampton. NGHT the following equality strand/group - AGE? This policy is applicable to all staff regardless of age. The highest % of staff are in the age range and the lowest % of staff are in the age range. Does or could the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), have a postive impact (i.e. contribute to promoting equality or equal opportunities) or have no impact on the following
3 equality strand/group - DISABILITY? This policy is applicable to all staff regardless of disability. The highest % of staff are not disabled and the lowest % of staff are disabled the following equality strand/group - GENDER? This policy is applicable to all staff regardless of gender. The highest % of staff are female and the lowest % of staff are male the following equality strand/group - MARRIAGE AND CIVIL PARTNERSHIP? This policy is applicable to all staff regardless of marital status. The highest % of staff are married and the lowest % of staff are in a civil partnership.
4 the following equality strand/group - RACE? This policy is applicable to all staff regardless of race. The highest % of staff are white and the lowest % of staff are undefined, mixed and any other. the following equality strand/group - RELIGION OR BELIEF? This policy is applicable to all staff regardless of religion or belief. The highest % of staff are Christians and the lowest % of staff are Judaists and Jainists. the following equality strand/group - SEXUAL ORIENTATION? Posititve impact This policy is applicable to all staff regardless of sexual orientation. The highest % of staff are heterosexual and the lowest % of staff are lesbian and gay.
5 the following equality strand/group - PREGNANCY AND MATERNITY? This policy is applicable to all staff regardless of maternity or pregnancy. The Trust usually has between 2-3% of staff on maternity leave at any given time. the following equality strand/group - GENDER REASSIGNMENT? This policy is applicable to all staff regardless of gender reassignment. The Trust does not record gender reassignment data on ESR. What consultation has taken place with representatives from the equality groups and stakeholders and what has been the feedback? Full Trustwide consultation has taken place
6 How will any gaps in consultation be addressed? Comments Consideration should be given to ensuring that this document is made available in alternative formats to enable access for staff who may be not be able to access it in its current format. Organisation Sign-off Data If the policy is implemented what is the potential risk of it having an adverse effect on equality? Low Risk - probably will not have an adverse effect on equality If the policy is implemented what is the potential of it having a positive effect on equality and relations? High Potential - highly likely to promote equality of opportunity and good relations If the potential for risk or positive effect occurred what would be the potential number of people it effected? A low number of people would be affected Based on the answers to questions 1-3 will this policy promote equality and diversity? Yes Do you have any additional comments or observations about the policy? How will the results of the Equality Impact Assessment will be published? Have you completed any Action Boxes with recommended actions or changes for completion? No If 'Yes' please print off an action plan report along with a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to If 'No' please print off a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to Please give details of the monitoring arrangements As per policy Outstanding Actions No outstanding actions
Management of Sickness Absence Policy #NGH-PO-031
Management of Sickness Absence Policy #NGH-PO-031 Business Area Human Resources Person Responsible Sarah Kinsella Created Last Review 18th December, 2013 18th December, 2013 Status Complete Next Review
HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal
Directorate Name and contact details of the people involved EQUALITY AND HUMAN RIGHTS FULL IMPACT ASSESSMENT TEMPLATE HRODE Alyson Sargeant 01785 257888 ext 8103 Date started 3 rd June 2013 Date completed
Initial Equality Impact Assessment
Initial Equality Impact Assessment Department Service Area Date 20/10/11 This Initial EqIA will help you to analyse equality in the context of your policy, practice or function. The assessment is a useful
Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11
Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval
Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM
Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM This form is to be used in conjunction with the Equality Impact Assessment Guidelines. Please refer to these before starting; if you require further
Employee Monitoring Report
Annex A to Mainstreaming Report Scottish Natural Heritage Employee Monitoring Report Published: April 2013 Scottish Natural Heritage Great Glen House, Leachkin Road, Inverness IV3 8NW www.snh.gov.uk Table
EQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
Job Application form
Job Application form Post Applied for: Closing Date: form Job Reference: form Please complete this form in black ink. Applications received after the closing date will not normally be considered. THE INFORMATION
PROTOCOL FOR DUAL DIAGNOSIS WORKING
PROTOCOL FOR DUAL DIAGNOSIS WORKING Protocol Details NHFT document reference CLPr021 Version Version 2 March 2015 Date Ratified 19.03.15 Ratified by Trust Protocol Board Implementation Date 20.03.15 Responsible
Initial Equality Impact Assessment
Initial Equality Impact Assessment Department Service Area Date Primary Alternative Provision Learning, Skills & Education, CCL October 2012 This Initial EqIA will help you to analyse equality in the context
A-Z Hospitals NHS Trust (replace with your employer name)
Department of Health will be issuing new guidance relating to the monitoring of equality in April 2013. The equality and diversity sections within NHS Jobs application forms will be reviewed and updated
Equality Analysis. Page 307. Wheelie bin collection service (PILOT) Stage 1: Overview
Equality Analysis Please refer to the guidance for carrying out an Equality Analysis. Text in blue is intended to provide guidance you can delete this from your final version. What are the proposals being
3 Aims. 4 Duties (Roles and responsibilities)
The Newcastle upon Tyne Hospitals NHS Foundation Trust Centralised Room Booking Policy Version No.: 3.1 Effective From: 31 March 2015 Expiry Date: 31 March 2018 Date Ratified: 3 March 2015 Ratified By:
FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES
FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES Version 1.0 Important: This document can only be considered valid when viewed on the CCG s intranet/y: Drive. If this document has been printed or saved to
Equality Impact Assessment Form
Equality Impact Assessment Form November 2014 Introduction The general equality duty that is set out in the Equality Act 2010 requires public authorities, in the exercise of their functions, to have due
Equality with Human Rights Analysis Toolkit
Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should
Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
NHS Constitution. Access to health services:
NHS Constitution Patients and the public your rights and NHS pledges to you Everyone who uses the NHS should understand what legal rights they have. For this reason, important legal rights are summarised
The Newcastle upon Tyne Hospitals NHS Foundation Trust
The Newcastle upon Tyne Hospitals NHS Foundation Trust Procedure for Joint Management of Complaints and Safeguarding Concerns within the Newcastle upon Tyne Hospitals NHS Foundation Trust Version No.:
COMPLAINTS POLICY. Date Ratified PROPOSED FOR APPROVAL 18/04/13
COMPLAINTS POLICY Version Version 1 Ratified By Date Ratified PROPOSED FOR APPROVAL 18/04/13 Author(s) Responsible Committee / Officers Date Issue Review Date Intended Audience Impact Assessed Paula Wedd,
www.wrexham.gov.uk / www.wrecsam.gov.uk
www.wrexham.gov.uk / www.wrecsam.gov.uk This document is available on request in a variety of accessible formats for example large print or Braille. Feedback We welcome your feedback on this document.
The Newcastle upon Tyne Hospitals NHS Foundation Trust. Claims Management Policy
The Newcastle upon Tyne Hospitals NHS Foundation Trust Claims Management Policy Version.: 6.0 Effective From: 16 July 2015 Expiry Date: 16 July 2017 Date Ratified: 23 June 2015 Ratified By: Clinical Policy
(g) the Employment Equality (Sexual Orientation) Regulations 2003,
Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the
Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015
Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating
SPECIALIST TENANCIES MANAGER PERSON SPECIFICATION
SPECIALIST TENANCIES MANAGER PERSON SPECIFICATION The Selection Panel has identified this comprehensive specification for the ideal candidate and will use this to examine the internal candidate(s) who
The Newcastle upon Tyne Hospitals NHS Foundation Trust. IT Change Management Policy and Process
The Newcastle upon Tyne Hospitals NHS Foundation Trust Version No.: 2.0 Effective From: 16 July 2015 Expiry Date: 16 July 2018 Date Ratified: 5 June 2015 Ratified By: Director of IT 1 Introduction IT Change
There are several tangible benefits in conducting equality analysis prior to making policy decisions, including:
EQUALITY ANALYSIS FORM Introduction CLCH has a legal requirement under the Equality Act to have due regard to eliminate discrimination. It is necessary to analysis the consequences of a policy, strategy,
GUIDANCE NOTE. Discrimination Law. March 2013
GUIDANCE NOTE Discrimination Law March 2013 Equality Act 2010 In October 2010 the separate threads of UK Discrimination Law were consolidated in the Equality Act 2010 (except for equal pay which is still
Huntingdonshire District Council Equality Impact Assessment
Service area Date of assessment December 2010 Name of strategy/policy/function/service to be assessed Is this a new or existing strategy/policy/function/service? Name of manager responsible for strategy/policy/function/service
Equality, Diversity and Inclusion Policy
1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW
EQUALITY IMPACT ASSESSMENT TEMPLATE - TRAFFORD COUNCIL
A. Summary Details EQUALITY IMPACT ASSESSMENT TEMPLATE - TRAFFORD COUNCIL 1 Title of EIA: To remodel building based day services 2 Person responsible for the assessment: Christine Warner 3 Contact details:
HARP (Horton Addiction Recovery Programme) 14 Edmund Street Bradford BD5 0BH. Selection and Allocation Policy
HARP (Horton Addiction Recovery Programme) 14 Edmund Street Bradford BD5 0BH Selection and Allocation Policy HARP (Horton Addiction Recovery Programme) will endeavour to ensure that its services are allocated
The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures. Electronic Rostering and Attendance (ERA)
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Electronic Rostering and Attendance (ERA) Version No.: 2.0 Effective Date: 30 May 2014 Expiry Date: 30 November
Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015
Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support
NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline
NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...
Full Equality Impact Assessment Pro- forma (Stage 2)
Full Equality Impact Assessment Pro- forma (Stage 2) Group: Care, Wellbeing and Learning Service: Public Health Section: Public Health Officer responsible for assessment: Carole Wood Support officers:
Supporting staff involved in a stressful or traumatic incident, complaint or claim.
Supporting staff involved in a stressful or traumatic incident, complaint or claim. Version: V2.00 Ratified by: Date ratified: October 2010 Name of originator/author/job title Name of responsible committee
Accounts Receivable - Guidance to staff responsible for the collection of income following the supply of goods or services V4.0
Accounts Receivable - Guidance to staff responsible for the collection of income following the supply of goods or services V4.0 June 2015 Table of Contents Accounts Receivable - Guidance to staff responsible
Exit Questionnaire and Exit Interview Procedure
Exit Questionnaire and Exit Interview Procedure Procedure Reference Number: 2009.51 Approved: Name Date Author: Susan Poole 12/02/13 HR Advisor, Policy and Development Produced: 12/02/13 Review due: 3
Managing Performance Policy
.1 Managing Performance Policy Reference Number: 123 Author & Title: Gayle Williams, HR Manager Responsible Directorate: Human Resources Review Date: 11 March 2016 Ratified by (committee): Lynn Vaughan
Occupational Therapy Service in the Emergency Department at Royal Cornwall Hospital V1.0
Occupational Therapy Service in the Emergency Department at Royal Cornwall Hospital V1.0 January 2014 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Ownership
Industrial Injuries scheme simplification
Industrial Injuries scheme simplification Equality impact assessment October 2011 Equality impact assessment for Industrial Injuries scheme simplification. Brief outline of the policy or service 1. The
Trust Policy Sickness Absence Policy
Trust Policy Sickness Absence Policy Purpose Date Version February 2013 6 The purpose of this policy is to provide a supportive, fair and consistent method of managing both persistent and long-term sickness
APPLICATION FORM. Personal details. Surname or Family Name. Employer s Address & Postcode. Do you hold a current driving licence?
APPLICATION FORM Personal details Post Applied For Personal Nursing Assistants Surname or Family Name First Name(s) Other names Home Address & Postcode Home Tel No Mobile No Daytime Tel No Email Address
The policy applies to all members of staff employed within the Trust who are involved in any aspect of alert dissemination, action, and /or review.
The Newcastle upon Tyne Hospitals NHS Foundation Trust Central Alert System (CAS) Policy and Procedure Version No.: 4.2 Effective From: 26 th May 2015 Expiry Date: 26 th May 2018 Date Ratified: 11 th May
Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015
POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department
Summary of the Equality Act 2010
Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality
CORPORATE POLICY & PROCEDURE NO. 7 INFORMATION GOVERNANCE POLICY. December 2014
CORPORATE POLICY & PROCEDURE NO. 7 INFORMATION GOVERNANCE POLICY December 2014 DOCUMENT INFORMATION Author: Barbara Sansom Information Governance Manager Equality Impact Assessment Consultation & Approval
DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee
Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or
MANAGEMENT OF PERSONAL FILES POLICY
MANAGEMENT OF PERSONAL FILES POLICY Executive Director lead Author/ lead Feedback on implementation to Andrew Avery (Interim Director of HR) Liz Thompson (HR Manager) Liz Thompson (HR Manager) Date of
STRESS MANAGEMENT AND WORKING TIME HR28
STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority
CLINICAL IMAGING REFERRAL PROTOCOL FOR REGISTERED HEALTHCARE PRACTITIONERS EMPLOYED WITHIN MINOR INJURY UNITS IN CORNWALL
CLINICAL IMAGING REFERRAL PROTOCOL FOR REGISTERED HEALTHCARE PRACTITIONERS EMPLOYED WITHIN MINOR 1. Aim/Purpose of this Guideline This Protocol applies to Registered Healthcare Practitioners in the Minor
Increasing the Magistrates Court fine limit Equality Impact Assessment
Increasing the Magistrates Court fine limit Equality Impact Assessment Introduction The Ministry of Justice tabled Government amendments at the Commons Report stage of the Legal Aid, Sentencing and Punishment
EQUAL OPPORTUNITIES POLICY AND PROCEDURE
EQUAL OPPORTUNITIES POLICY AND PROCEDURE State whether the document is: Trust wide Business Group Local APPROVAL COMMITTEE VALIDATION COMMITTEE (if Policy) DATE OF: APPROVAL State Document Type: Policy
Delivering High Quality Compassionate Care
Strategy 2015-17 Nursing Delivering High Quality Compassionate Care 1 Foreword Lincolnshire Partnership NHS Foundation Trust (LPFT) is the main provider of NHS mental health and wellbeing services in Lincolnshire,
DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee
DISCIPLINARY POLICY APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee December 2015 Date of Issue: December 2015 Version No: 2.0 Date of Review: November 2017
DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation
HUMAN RESOURCES DISCIPLINARY POLICY 1. Introduction 2. Structured support 3. Formal action process 3.1. Investigations 4. Notes of the Hearing and Investigation 5. Suspension 6. Grievance 7. Convening
CLINICAL GUIDELINE FOR ADVANCED NURSE PRACTITIONER HEPATOLOGY (GASTROENTEROLOGY) 1. Aim/Purpose of this Guideline:
CLINICAL GUIDELINE FOR ADVANCED NURSE PRACTITIONER HEPATOLOGY (GASTROENTEROLOGY) 1. Aim/Purpose of this Guideline: 1.1. This protocol applies to Advanced Nurse Practitioners (Hepatology) employed by RCHT
39 GB Guidance for the Development of Business Continuity Plans
39 GB Guidance for the Development of Business Continuity Plans Policy number: Version 2.2 Approved by Name of author/originator Owner (director) 39 GB Executive Committee Date of approval August 2014
The Newcastle upon Tyne Hospitals NHS Foundation Trust. Medical Equipment Library Access to Service Procedure
The Newcastle upon Tyne Hospitals NHS Foundation Trust Medical Equipment Library Access to Service Procedure Version No.: 5.1 Effective From: 28 November 2013 Expiry Date: 28 November 2016 Date Ratified:
South Downs National Park Authority
Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date
There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee.
Dismissal Procedures There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee. An employee s employment can be
Insert CCG Logo. Flexi Time Scheme
1 Insert CCG Logo Flexi Time Scheme Review Circulation Application Ratification Author Minor Amendments Supersedes Title 1 DOCUMENT CONTROL PAGE Flexi Time Scheme All previous CCG Flexi Time Policies
The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Mobile Telephone and Telephone Expenses Reimbursement Policy Version No.: 1.0 Effective Date: 3 January 2013 Expiry
Disciplinary, grievance and unfair dismissal issues: A JD Law guide
Disciplinary, grievance and unfair dismissal issues: A JD Law guide In an ideal world your business or workplace would be free from disputes and disagreements. All employees would perform perfectly and
OVERVIEW OF THE EQUALITY ACT 2010
OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,
HUMAN RESOURCES EQUAL OPPORTUNITIES POLICY
HUMAN RESOURCES EQUAL OPPORTUNITIES POLIC Policy Manager EO PIN Group Policy Group WAG Forum Policy Established Last Updated September 2008 Policy Review Period/Expiry June 2013 This policy does / does
BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY
BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of
JOB DESCRIPTION ASSET MANAGEMENT OFFICER
JOB DESCRIPTION ASSET MANAGEMENT OFFICER Responsible to: Asset Manager Role of Property Team The Asset Management team provides a comprehensive property maintenance service to tenants including capital
Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
www.gdc-uk.org Standards for Education Standards and requirements for providers of education and training programmes
www.gdc-uk.org Standards for Education Standards and requirements for providers of education and training programmes November 2012 GDC Standards for Education The Standards for Education and the requirements
POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT
POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT Approved By: Trust Executive Date Approved: 10 March 2004 Trust Reference: B6/2004 Version: V2 Supersedes: V1 (Approved by Trust Executive
EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)
EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.
A refreshed Equality Delivery System for the NHS EDS2. Making sure that everyone counts. November 2013
A refreshed Equality Delivery System for the NHS EDS2 Making sure that everyone counts November 2013 Publication Category Reference Number: 00518 2 A refreshed Equality Delivery System for the NHS Contents
BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE. Richard Billingham (Service Director: Human Resources)
AGENDA ITEM NO. 9 BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE 17 th December 2015 Report of: Title: Ward: Richard Billingham (Service Director: Human Resources) Performance Management N/A Officer Presenting
Equality & Diversity Strategy
Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,
Fire Safety Policy. This section must be completed for all documents. Mark Garthwaite, Fire Team Manager, SERCO ASP
Fire Safety Policy This section must be completed for all documents Lead Author Mark Garthwaite, Fire Team Manager, SERCO ASP Developed by Sharon Fox, Deputy Director of Corporate Affairs Rachel Conlon,
SEXUAL ORIENTATION. Summary of the law on
Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality
Policy Ref No: SABP/RISK/0034
Policy Ref No: SABP/RISK/0034 NAME OF POLICY: Claims Handling Policy Clinical Negligence, Liabilities to Third Parties and Property Expenses Scheme Claims REASON FOR THE POLICY: WHAT THE POLICY WILL ACHIEVE:
2.1. Applicable areas: Royal Cornwall Hospitals Trust; Neonatal Unit and Delivery Suite
ADVANCED NEONATAL NURSE PRACTITIONERS (ANNPs) BLOOD COMPONENT AND BLOOD PRODUCT REQUESTING PROTOCOL NEONATAL CLINICAL GUIDELINE 1. Aim/Purpose of this Guideline 1.1 The purpose of this protocol is to guide