WORKPLACE STRESS POLICY AND PROCEDURE
|
|
- Austin Lawrence Montgomery
- 8 years ago
- Views:
Transcription
1 WORKPLACE STRESS POLICY AND PROCEDURE
2 NORTHERN IRELAND FIRE & RESCUE SERVICE WORKPLACE STRESS POLICY & PROCEDURE SECTION 1 INTRODUCTION 1.1 Introduction 1.2 Aims and Objectives 1.3 Scope 1.4 Confidentiality and the Data Protection Act 1.5 Equality of Opportunity 1.6 Monitoring and Reviewing the Policy 1.7 Representative Bodies 1.8 Further Information and Guidance SECTION 2 WORKPLACE STRESS POLICY 2.1 What is Stress? 2.2 Stress Management Roles and Responsibilities SECTION 3 WORKPLACE STRESS PROCEDURES AND GUIDANCE 3.1 What are the Effects of Stress? 3.2 Indicators that there may be a Stress Problem 3.3 Assessing the Risk to Staff 3.4 Responsibilities of Employees who feel they may be suffering from Stress 3.5 Procedures for Reporting cases of Work-Related stress Absence 3.6 Support Mechanisms 3.7 Develop a Return to Work Strategy SECTION 4 ASSOCIATED DOCUMENTS Appendix A Assessment of Risk (Stress-Related) Appendix B Quarterly Counselling Referral Returns Issue Date: 16 January 2006 Revised: Issued By: Aidan Magennis DO Occupational Health, Safety and Welfare Human Resources Department Workplace Stress Policy & Procedure 2 of 12 POL-016 (v.1)
3 SECTION 1 INTRODUCTION 1.1 INTRODUCTION The Northern Ireland Fire & Rescue Service is committed to protecting the health, safety and welfare of our employees and recognises that workplace stress is a health and safety issue and acknowledges the importance of identifying and reducing workplace stressors. This Policy and Procedure has been developed in accordance with legislative requirements and good practice from a number of different sources including the Health and Safety Executive. 1.2 AIMS AND OBJECTIVES The objectives of the Policy are to reduce and control stress by: Identifying all workplace stressors and conducting risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed. Consulting with Trade Union Safety Representatives on all proposed action relating to the prevention of workplace stress. Providing training for all managers and supervisory staff in good management practices. Providing confidential counselling for staff affected by stress caused by either work or external factors. Providing adequate resources to enable managers to implement the Service s agreed stress management strategy. Ensuring that staff are fully trained to discharge their duties. 1.3 SCOPE It is the policy of the Northern Ireland Fire & Rescue Service to ensure, so far as is reasonably practicable, that no employee is subjected to a level of stress due to work that is detrimental to their health. However, it is accepted that the Service should deal with issues and incidents that are stressful. This policy deals with unreasonable stress. The Service aims to create an environment where, if unreasonable workplace stress does occur, it can be dealt with openly and fairly. The Service also commits itself to investigating all claims of ill health due to unreasonable workplace stress to ensure appropriate action is taken to prevent any recurrence of the situation. This Policy applies to all employees of the Northern Ireland Fire and Rescue Service. 1.4 CONFIDENTIALITY AND THE DATA PROTECTION ACT All relevant parties will maintain confidentiality as appropriate. All records should be kept confidential and retained in accordance with the Data Protection Act 1998, which requires the release of certain data to individuals on their request. Workplace Stress Policy & Procedure 3 of 12 POL-016 (v.1)
4 1.5 EQUALITY OF OPPORTUNITY The Northern Ireland Fire and Rescue Service is committed to equality of opportunity for all employees. In light of this commitment, and in fulfilment of our duty of care to employees, this Stress Policy has been developed to support all employees, irrespective of role or position. The policy will be reviewed periodically in accordance with Section 75 equality obligations and best practice. 1.6 MONITORING AND REVIEWING THE POLICY The Occupational Health Unit will collect and maintain anonymous statistical information provided from Area Command and from Counsellors. The information will be analysed, assessed and stress-related issues may be raised for consideration with the Health and Safety Strategic Forum to evaluate the progress that the Service is making towards meeting its objectives. The Northern Ireland Fire & Rescue Service gives this Policy a high profile and welcomes feedback from staff, management and the Representative Bodies. The Occupational Health Unit will review this Policy and Procedure periodically. The Service will encourage consultation with employees of the Service and outside agencies, in accordance with consultation arrangements outlined within Section 75 of the Northern Ireland Act, 1998, in reviewing the implementation and effectiveness of this policy. 1.7 REPRESENTATIVE BODIES The Northern Ireland Fire and Rescue Service will seek agreement from the representative bodies in all matters pertaining to stress management in the organisation. 1.8 FURTHER INFORMATION AND GUIDANCE Queries regarding any aspect of this policy and procedure should be taken up with the Occupational Health Unit in the first instance. The Occupational Health Unit will provide advice and guidance in relation to unreasonable workplace stress. Advice and guidance is also available from Human Resources staff and Area Divisional Officer (Personnel/Training). SECTION 2 WORKPLACE STRESS POLICY 2.1 WHAT IS STRESS? The Health and Safety Executive define stress as the adverse reaction people have to excessive pressure or other types of demand placed upon them. This makes an important distinction between pressure, which can be a positive stage if managed correctly, and stress which can be detrimental to health. If these pressures or demands become too great, they can induce, in anyone, the harmful or potentially harmful mental and physical feelings and reactions commonly known as stress. Under-demand as well as over-demand can contribute to a stress situation. Workplace Stress Policy & Procedure 4 of 12 POL-016 (v.1)
5 The severity of the stress will depend on the imbalance we perceive between the demands of the job against our ability to satisfactorily respond to them and also our perception of the possible consequences of failing to do so. It may also be affected by our fitness and resilience at the time, the principal being that different people react in different ways to the same pressures and demands. 2.2 STRESS MANAGEMENT ROLES AND RESPONSIBILITIES Northern Ireland Fire and Rescue Service As your employer the Authority accepts its responsibility to create a working environment which provides support for all employees and harnesses the positive aspects of stress while keeping the adverse effects to a minimum. The Service believes that stress control is a management issue, and will strive to address this by ensuring that there is clarity in all our priorities and business objectives, and that effective support is in place to recognise the causes of stress and reduce/control stress, where possible. The Service is committed to the pursuit of continuous improvement in all its operations, and will seek to establish working relationships based upon mutual trust. The Service recognises the right of every employee to be able to go about his or her work with dignity and respect. Behaviour that is, or is construed to be, hostile, demeaning or degrading will not be tolerated. All necessary resources will be given to: assessing the causes of stress at work; introducing measures to reduce or control it Managers Area The Service respects the fact that circumstances outside work may occasionally create stress for individual employees, and managers will strive to ensure that Service policies are applied with sympathy and flexibility to help find solutions at work to balance such external pressures. Where an employee becomes ill through stress, management will seek to identify the causes of stress and will attempt to reduce and control the stress through consultation with the employee. Divisional Officers (Personnel and Training) will ensure that all operational staff which they are responsible for receive stress lecture 1 and 2 and that the Student Handout is circulated to all new Firefighters posted to Stations. Workplace Stress Policy & Procedure 5 of 12 POL-016 (v.1)
6 2.2.4 Employees Health and Safety legislation specifies that all employees have a duty of care for their own health and safety, and this includes a duty of care to recognise, identify and reduce stress. Any employee who believes that they are suffering adverse effects from their work or work environment should inform their Line Manager, or the Occupational Health Unit. While hard work and commitment to the Organisation will continue to be appreciated and rewarded, all employees are encouraged to retain the energy and capacity to achieve a work/life balance. The Service has policies and support mechanisms to achieve this objective. All employees have a legal obligation to report any illness or injury that they feel may be caused or exacerbated by work. Employees who believe they may be suffering from stress in the workplace should bring this to the attention of Service management by either alerting their Line Manager or bringing their concerns to the attention of the Occupational Health Unit Occupational Health Unit The Service will provide support counselling if appropriate and it will be offered to all staff, regardless of religious belief, political opinion, race, gender, martial status, age, disability, responsibility for dependants, sexual orientation, grade or job. The Service will ensure that advice is made available to assist staff in managing personal stress and training is made available to assist managers in managing stress in the workplace. All new appointees will receive induction training to ensure that they are aware of the Service s arrangement regarding Occupational Health, the confidential counselling line and the management of stress. New firefighter trainees will receive input through the Occupational Health Training Module on the Operational Trainees Course. SECTION 3 WORKPLACE STRESS PROCEDURES AND GUIDANCE 3.1 WHAT ARE THE EFFECTS OF STRESS? On individuals Emotionally: Anxiety, anger, frustration, moodiness, irritability, loss of pleasure and interest, despair, depression and impaired sleep. Physically: Physical effects may include a weakened immune system, raised blood pressure, heart disease, tenseness, tiredness, appetite disturbance, nausea, headaches, light-headedness and the emergence or exacerbation of symptoms in any system of the body. Workplace Stress Policy & Procedure 6 of 12 POL-016 (v.1)
7 Mentally: Impairment of perception, concentration, memory, judgement, decisiveness, accuracy, motivation and creativity. Increased use/dependence on caffeine, alcohol or drugs may occur. This is likely to exacerbate all of the above Interpersonally Relationships may be more difficult, both at work and elsewhere At work Attendance can become either excessive or extremely poor. Regular bouts of recurring illness can occur. Timekeeping can become erratic. Performance can be impaired and the level of accidents rise. 3.2 INDICATORS THAT THERE MAY BE A STRESS PROBLEM Managers or those with supervisory responsibility may notice some of the following symptoms occur within their area of responsibility: High levels of sickness absence; High staff turnover; Increase in accident levels; Increase in number of disputes/grievances/complaints; Noticeable reduction in performance levels. Where they feel that any of the above may be the case, they should contact the Occupational Health Unit to seek further advice. 3.3 ASSESSING THE RISK TO STAFF Legislation and Service Policy require all managers to undertake an assessment of the risks arising from work hazards. This is essential if the employee is to be prevented from returning to the same situation that led to the initial bout of absence Once the Line Manager is aware of a stress related ailment they should refer to the guidance in Appendix A and must complete an Assessment of Risk Record & Report (Stress Related) (SC21). The Line Manager must ensure that they identify any problems or potential causes of stress, taking into account sickness rates, signs of stress, job content, interpersonal relationships in the workplace, possible home stresses and employee feedback The Line Manager will assess the likelihood of harm and develop an action plan to manage the individual s wellbeing. Workplace Stress Policy & Procedure 7 of 12 POL-016 (v.1)
8 3.4 RESPONSIBILITIES OF EMPLOYEES WHO FEEL THEY MAY BE SUFFERING FROM STRESS All employees have a legal obligation to report any illness or injury that they feel may be caused or exacerbated by work. Employees who believe they may be suffering from stress in the workplace should bring this to the attention of Service management by either alerting their Line Manager or bringing their concerns to the attention of the Occupational Health Unit. 3.5 PROCEDURES FOR REPORTING CASES OF WORK-RELATED STRESS ABSENCE Where a Line Manager receives notification that an employee s absence is attributed to work-related stress, they should take immediate action to investigate the circumstances with the individual relating to possible causes of the stress and complete the Assessment of Risk Record & Report (SC21). NB: Where an employee cannot be contacted, managers should complete the section Any other relevant information regarding the report of work related stress of the SC21 as soon as possible. Under no circumstances will a member of staff suffer victimisation as a result of reporting that they are suffering from stress. 3.6 SUPPORT MECHANISMS Where stress causes deterioration in job performance, this will be treated as a health problem and the sufferer will be encouraged to seek help under the terms of this policy. There will be no victimisation or discrimination against individuals suffering from stress. Employees suffering from stress and stress-related illnesses will be given the opportunity to attend stress-counselling sessions. Staff can make arrangements for counselling outside their working hours if they do not wish to draw attention to their need for counselling. In all cases an immediate appointment with the Senior Medical Adviser will be arranged. Names of counsellors and contact numbers can be obtained confidentially by contacting any of the following - Service Controls: telephone - (028) Service Welfare Officer: telephone - (028) FBU Helpline: telephone Counselling will be offered by independent and trained counsellors. This service will be strictly confidential between the counsellor and member of staff. No details or records will be disclosed without the written permission of the member of staff concerned. NB: The Service for auditing purposes will receive only anonymous statistical information from the Service Counsellors (Appendix B). Workplace Stress Policy & Procedure 8 of 12 POL-016 (v.1)
9 Other available confidential help is also available from The Fire Services National Benevolent Fund. All employees (uniformed and non-uniformed) may avail of the new Beneficiary Support Helpline, Telephone (Website: DEVELOP A RETURN TO WORK STRATEGY The return to work strategy should be in line with the Human Resources Attendance Management Policy, and also take into account the results of the Assessment of Risks. The strategy may involve a phased return to work, building up to a full return to work. The strategy may also include temporary restrictions on particular duties, which have previously posed difficulties for the member of staff. At the return to work meeting both the Line Manager and the member of staff should formally agree that they understand the measures which are being put in place. It may be appropriate for a member of the Human Resources Department, including the Occupational Health Unit to attend this meeting. In addition, a trade union representative may accompany the member of staff at this meeting if they so wish. SECTION 4 - ASSOCIATED DOCUMENTS This Policy should be read in conjunction with: Occupational Health, Safety and Welfare Policy on Critical Incidents, part of the Occupational Health, Safety and Welfare Management Manual Volume 2. Occupational Health, Safety and Welfare Policy on Problem Drinking, Alcoholism, and Drug Dependency, part of the Occupational Health, Safety and Welfare Management Manual Volume 2. Service information booklet titled Welfare and Counselling Service. Brigade Occupational Health, Safety and Welfare Bulletin No. 22/2001 Welfare and Counselling Services. Brigade Stress and Critical Incident Debrief Training Manual. Brigade Circular 63/1998, and the associated Fire Authority for Northern Ireland Harassment Policy. Northern Ireland Fire and Rescue Service Attendance Management Policy SC21 Assessment of Risk Record & Report (Stress Related) Workplace Stress Policy & Procedure 9 of 12 POL-016 (v.1)
10 APPENDIX 'A' OCCUPATIONAL HEALTH, SAFETY & WELFARE ASSESSMENT OF RISK (STRESS-RELATED) When an employee: shows signs and symptoms of stress; gives notification of stress; is absent from work through sickness due to stress. then early contact should be made. The purpose of this initial contact should be to offer general support and communicate the organisation s concern. It should not be to discuss interventions and treatments. A counselling service is available to all personnel. This service is provided by the Service on a confidential basis. The cost of the service is met by the Service and names of individuals who avail of this facility are not disclosed by the counsellors. Names of counsellors and contact numbers can be obtained confidentially by contacting any of the following- Service Controls: telephone (028) Service Welfare Officer: telephone (028) FBU Helpline: telephone Personnel can get in touch directly with one of the counsellors. This is known as self-referral. Where a Line Manager receives notification that the employee s illness is attributed to stress, this must be brought to the attention of the Divisional Officer (Personnel and Training) at Area Command or the Divisional Officer (Occupational Health, Safety and Welfare) at Headquarters. The Divisional Officer will arrange for an immediate appointment with the Service Medical Advisor or inform the Line Manager to make an immediate appointment by completing SC216(a) and SC216(b). The Assessment of Risk Record & Report (SC21) can be used to assess the level of stress/risk. The completed record & report should be dated and signed by the assessor(s) and forwarded to Divisional Officer Occupational Health, Safety and Welfare. Note: It is not easy for staff to manage stress at work if their Manager does not do so. A stressed Manager has less time and patience to listen to staff and will not be good at planning and prioritising workloads. People learn by example. Workplace Stress Policy & Procedure 10 of 12 POL-016 (v.1)
11 APPENDIX B NORTHERN IRELAND FIRE AND RESCUE SERVICE QUARTERLY COUNSELLING REFERRAL RETURNS To be completed by each Counsellor on a quarterly basis. Completed Returns should be forwarded to the Divisional Officer, Occupational Health, Safety and Welfare at Fire & Rescue Service Headquarters The information given on this form shall only be used to compile a statistical record of NIFRS stress-related ill-health, assisting the Occupational Health Unit, Human Resources Department to develop and improve Stress Management policies and procedures, (no names of individuals should be recorded). COMMAND DISTRICT QUARTER / YEAR PERSONNEL BREAKDOWN TOTAL NUMBER OF REFERRALS TOTAL NUMBER OF SESSIONS UNIFORMED OPERATIONAL UNIFORMED CONTROLS ADMIN/NON-UNIFORMED Workplace Stress Policy & Procedure 11 of 12 POL-016 (v.1)
12 BREAKDOWN OF REFERRAL FIGURES Work Issue ABUSE VIOLENCE ANGER ANXIETY DISCIPLINARY HARASSMENT INTIMIDATION JOB SECURITY RELATIONSHIPS AT WORK OTHER STRESS AT WORK Number of Referrals Personal Issue Number of Referrals ALCOHOL BEREAVEMENT DEPRESSION FAMILY FINANCE HEALTH RELATIONSHIPS OUTSIDE WORK TRAUMA OTHER STRESS OUTSIDE WORK COMMENTS IF REQUIRED (in relation to above) Workplace Stress Policy & Procedure 12 of 12 POL-016 (v.1)
Stress Management Policy
, Stress Management Policy January 2014 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish charity,
More informationStress Management Policy
Level 3 - H&S Policy Structure Stress Management Policy BACKGROUND The Health & Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand
More informationWork Related Stress - Information for Managers / Supervisors
Work Related Stress - Information for Managers / Supervisors What is Stress? The Health and Safety Executive have defined stress as:- 'The adverse reaction people have to excessive pressure or other types
More informationSTRESS MANAGEMENT POLICY
STRESS MANAGEMENT POLICY NWAS Stress Management Policy Page: 1 of 21 Recommending Committee: Health, Safety and Security Sub Committee Approving Committee: Trust Board Approval Date: October 2010 Version
More informationSt. John s Church of England Junior School. Policy for Stress Management
St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK
More informationSTRESS POLICY. Stress Policy. Head of Valuation Services. Review History
STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review
More informationSTRESS 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
More informationPolicy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved:
Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF Version: November 2009 Approved By: Date Approved: Review Date: November 2010 1 SICKNESS ABSENCE - POLICY AND PROCEDURES 1 Introduction
More informationUNIVERSITY OF SUSSEX
UNIVERSITY OF SUSSEX STRESS MANAGEMENT POLICY 1. INTRODUCTION 1.1 Introductory note 1.2 Note on terminology CONTENTS 2. STRESS MANAGEMENT POLICY 2.1 Policy statement 2.2 Stress in the workplace 2.3 The
More informationThe policy also aims to make clear the actions required when faced with evidence of work related stress.
STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety
More informationA Manager s Guide to Psychiatric Illness In The Workplace
A Manager s Guide to Psychiatric Illness In The Workplace Purpose of this guidance note Mental health problems can provide very challenging human resources management tasks for University administrators
More informationPOLICY 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
More informationNOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control
NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board
More informationNo employee, student, contractor or visitor shall in connection with any workrelated
Alcohol and Drugs Misuse Policy Introduction The University is committed to promoting the well being of all its employees, students, contractors and visitors whilst ensuring that a professional, effective
More informationSTRESS MANAGEMENT POLICY FOR SCHOOLS
DONCASTER METROPOLITAN BOROUGH COUNCIL STRESS MANAGEMENT POLICY FOR SCHOOLS 1. Introduction 1.1 Doncaster Metropolitan Borough Council and all its schools are committed to protecting the health, safety
More informationAbsence Management Policy
Absence Management Policy 1. Policy Statement The University is committed to developing a working environment and working practices which help maintain and improve the health of our employees. As such,
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHS/OH&S/Pol
More informationHEALTH AND SAFETY EXECUTIVE MANAGEMENT STANDARDS SECTION 3
HEALTH AND SAFETY EXECUTIVE MANAGEMENT STANDARDS SECTION 3 Stress Management Toolkit Section 3 Health and Safety Executive Management Standards 06.03.12 Page 1 of 10 3.1 HEALTH AND SAFETY EXECUTIVE MANAGEMENT
More informationSupporting 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
More informationWork-related stress risk assessment guidance
Safety and Health Services Work-related stress risk assessment guidance Document control information Published document name: stress-ra-gn Date issued: Version: 5.0 Previous review dates: Next review date:
More informationPolicy for Prevention and Management of Stress in the Workplace
Policy for Prevention and Management of Stress in the Workplace Document reference number HSAG 2012/2 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012
More informationDRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE
DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.04.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Aims of the policy 4. Health and Safety
More informationCHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY
CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008 Prepared by: Human Resources Strategy Unit Revised: November
More informationHealth and Safety Policy
Health and Safety Policy October 2014 1 October 2014 Contents: Introduction 1. STATEMENT OF INTENT AND POLICY OBJECTIVES 2. RESPONSIBILITIES AND ACCOUNTABILITIES FOR HEALTH AND SAFETY 2.1 The Director
More informationWork-related stress can be caused by psychological hazards such as work design, organisation and management, and issues like bullying and violence.
Work-related Stress Work-related stress is a very significant occupational health and safety problem for teachers which can lead to conditions such as depression, anxiety, nervousness, fatigue and heart
More informationStress Management Policy, Procedure and Toolkit
Issue No: 04 Date: April 2009 Resources Human Resources and Organisational Development Stress Management Policy, Procedure and Toolkit This blank page is for the purpose of printing in duplex format Contents
More informationChelmsford City Council. Human Resources. Drugs and Alcohol at Work
Chelmsford City Council Human Resources Drugs and Alcohol at Work Table of contents 1. Introduction... 1 2. Scope... 1 3. Advice... 1 4. Assistance... 2 5. Further Support and Information... 3 1. Introduction
More informationSOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets
SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting
More informationSample Workplace Alcohol and Drugs Policy
Sample Workplace Alcohol and Drugs Policy 1. Introduction This company is committed to providing a safe, healthy and productive working environment for all employees, contractors, customers and visitors
More informationUNIVERSITY HOSPITALS OF LEICESTER NHS TRUST. Alcohol, Drug and Other Substance Abuse in Employment
UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST Alcohol, Drug and Other Substance Abuse in Employment Approved by: Trust Executive Trust Ref: B6/2004 Date of Approval: 10 March 2004 Originator: Director of
More informationPrescription Drugs and Alcohol Policy and Procedure
APPENDIX Prescription Drugs and Alcohol Policy and Procedure Purpose Scope Principles Roles and Responsibilities Definition of Substance Misuse Management Expectation Employee Disclosure Addressing the
More informationAttendance Management Guidance
Attendance Management Guidance As at 15 September 2009-1 - Contents Page 1. Policy statement 3 2. Purpose 3 3. Scope 4 4. Confidentiality 4 5. Preventing sickness absence 5 6. Roles 5 7. Occupational health
More informationWide Bay Respite Services Supporting the caring role of families. Service Management Policy
Service Management Policy Organisation Structure Flowchart Legislation / Industry Standards Department of Communities, Child Safety & Disability Services (Funding Body) Board of Management Other Agencies
More informationSTRESS MANAGEMENT INTERVENTION TRAINING SECTION 7
STRESS MANAGEMENT INTERVENTION TRAINING SECTION 7 Stress Management Toolkit Section 7 Stress Intervention Training 06.03.12 Page 1 of 15 7.0 STRESS MANAGEMENT INTERVENTION TRAINING 7.1 INTRODUCTION This
More informationPsychological Wellbeing and the Avoidance and Management of Stress Policy; Alcohol and drugs policy; Dignity within the University policy.
Sickness Absence Management Policy Version 1.0 Last amended: August 2014 SICKNESS ABSENCE MANAGEMENT POLICY 1. INTRODUCTION The University recognises and accepts its obligations in respect of employees
More informationPublic Service Association of NSW Policy on Occupational Stress
Public Service Association of NSW Policy on Occupational Stress & Premier s Department Guidelines on Occupational Stress Hazard Identification and Risk Management Strategy August 2003 : PSA Policy on Occupational
More informationDEVON COUNTY COUNCIL STRESS MANAGEMENT POLICY
DEVON COUNTY COUNCIL STRESS MANAGEMENT POLICY Policy Date: July 2008 Page 1 of 7 Policy: Stress Management Policy Reviewed 2011 Next Review Date: 2013 STRESS MANAGEMENT POLICY Date Reviewed 2011 Policy
More informationBullying and Harassment at Work Policy
Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment
More informationHuntingdonshire 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
More informationMANAGING ATTENDANCE POLICY
MANAGING ATTENDANCE POLICY POLICY Purpose 3 Responsibilities 3 Sickness Schemes 3 PROCEDURE Sickness Notification Procedure 4 4.1 General Principals 4 4.2 Reporting of Sickness Absence 4 4.3 Sickness Absence
More informationAlcohol and drugs. Introduction. The legal position
Alcohol and drugs Introduction There are no reliable figures for the misuse of drugs and alcohol by NHS staff but a survey in 2001 by Alcohol Concern and Drugscope suggested that 60 per cent of employers
More informationATTENDANCE MANAGEMENT POLICY
ATTENDANCE MANAGEMENT POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHSG/POL/39/HR Review
More informationThis Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent trade unions.
Valley Gardens Middle School Alcohol and Drug Abuse Policy and Procedure This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent
More informationEmployee Assistance Programmes Manager s Guide
March 2012 Employee Assistance Programmes Manager s Guide Support and assistance when you need it Vhi Corporate Solutions Employee Assistance Programme Confidential Professional Help Support Communicate
More informationHealth and Safety Management in Healthcare
Health and Safety Management in Healthcare Information Sheet Nov 2010 This information sheet gives guidance on the key elements of health and safety management in healthcare. It is intended for small employers
More informationSupporting the return to work of employees with depression or anxiety
Supporting the return to work of employees with depression or anxiety Advice for employers Around one million Australian adults live with depression. Over two million have an anxiety disorder. On average,
More informationHealth and Safety Policy
Health and Safety Policy Status: Final Next Review Date: Apr 2014 Page 1 of 16 NHS England Health and Safety: Policy & Corporate Procedures Health and Safety Policy Policy & Corporate Procedures Issue
More informationRoyal 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
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Employee Stress Management Advisory Group Approver: OH&S Committee; Grampian Area Partnership Forum Signature: Signature: Signature:
More informationSICKNESS ABSENCE POLICY
SICKNESS ABSENCE POLICY 1 POLICY STATEMENT This sickness absence policy sets out procedures for reporting sickness absence and for managing sickness absence in a fair and consistent way. The Company recognises
More informationEmployment and Staffing Including vetting, contingency plans, training
Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including
More informationOCCUPATIONAL HEALTH PRACTITIONER EMPLOYEE ASSISTANCE PROGRAMME REPORT. Tel No: 01234 845011
For Publication REPORT AUTHOR: SUBJECT: Bedfordshire Fire and Rescue Authority Human Resources Policy and Challenge Group 23 June 2015 Item No. 15 OCCUPATIONAL HEALTH PRACTITIONER EMPLOYEE ASSISTANCE PROGRAMME
More informationEmployer s Guide to. Best Practice Return to Work for a Stress Injury
Employer s Guide to Best Practice Return to Work for a Stress Injury Employers Guide to Best Practice Return to Work for a Stress Injury 1. Early Intervention 2. Claim Lodged 3. Claim Acceptance 4. Return
More informationAppendix S ATTENDANCE MANAGEMENT POLICY
Appendix S ATTENDANCE MANAGEMENT POLICY This Policy sets out the Council's expectations of both managers and employees in the management of attendance at work, particularly with regard to sickness absence.
More informationStress has serious and profound implications for individual and organisational performance.
Workplace Stress Stress has serious and profound implications for individual and organisational performance. Stressed staff will invariably take more sickness leave and as well as this effecting services,
More informationFatigue. Version 1. Prevention in the NZ Workplace. Fatigue prevention Version 1 July 2014
Fatigue Prevention in the NZ Workplace Version 1 1 Contents Introduction... 3 What is Fatigue?... 4 Risk Management Approach to Fatigue... 5 Appendices... 11 Toolbox Talks: A, B, C.... 122 Heat Safety
More informationSTRESS RISK ASSESSMENT FORM Subject of risk assessment Role / Team / Individual / Location / Job Type. No of employees
STRESS RISK ASSESSMENT FORM Subject of risk assessment Role / Team / Individual / Location / Job Type No of employees Reason or Trigger for Risk Assessment Current Control measures things that are already
More informationThe Cost of Workplace Stress in Australia
The Cost of Workplace Stress in Australia August 2008 Workplace stress is costing the Australian economy $14.81 billion a year. Stress related presenteeism and absenteeism are directly costing Australian
More informationPRESENTATION OVERVIEW
WORK PLACE STRESS AND MANAGING SICKNESS ABSENCE - A PRESENTATION BY PAUL MAYNARD PRESENTATION OVERVIEW Work Place Stress - What is stress - Why is it a problem for you - HSE Management Guidelines - Benefits
More informationDrugs and Alcohol in the Workplace. Guidance for Workplace Representatives
Drugs and Alcohol in the Workplace Guidance for Workplace Representatives Health and safety May 2010 Introduction The use of drugs and alcohol can be a serious workplace issue. Not only can their use lead
More informationWORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016
WORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016 WHAT IS WORK-RELATED STRESS? Stress is the harmful physical and emotional response caused by an imbalance
More informationWork-related stress What the law says
Guide Work-related stress What the law says Stress at work is a major issue together we can successfully manage and prevent it. Health and Safety Executive (HSE) Whatever your industry, size of business
More informationSTAFF SICKNESS MANAGEMENT POLICY MAY
STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...
More informationAlcohol and Drugs Policy. Committee responsible for review. Agreed date Autumn 2013
Alcohol and Drugs Policy Committee responsible for review Resource Agreed date Autumn 2013 Review date Autumn 2016 Contents Page Introduction 3 The need for compliance 3 Management responsibilities 4 Individual
More informationInspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY
Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY MANAGING ALCOHOL/DRUG ABUSE POLICY AND PROCEDURE FOR SCHOOL STAFF (REVISED JANUARY 2013) Policy Leader: Paul Slater Policy
More informationA step-by-step guide
Be prepared People are going to be off sick from time to time. Most employees feel bad about letting down their colleagues and most employers are reasonably sympathetic about their staff s welfare. But
More informationThurrock Council. Managing Sickness Absence Policy
Thurrock Council Managing Sickness Absence Policy Contents Page 1. Introduction 5 2 Purpose 5 3. Scope 6 4. Key Responsibilities 6 Employees Managers Human Resources 5. Reporting Sickness Absence 7 Reporting
More informationProcedureType text here. Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments
ProcedureType text here Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments January 2007 LEICESTER CITY COUNCIL LOCAL AUTHORITY Sickness Absence
More informationEquality 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
More informationThis booklet answers some common questions about work-related stress. It explains what it is, and what you can do about it. The advice is intended
This booklet answers some common questions about work-related stress. It explains what it is, and what you can do about it. The advice is intended specifically for managers of small firms, or organisations
More informationIncident Reporting Procedure
Number 1. Purpose This outlines the process for reporting and investigating incidents that occur in the West Coast District Health Board (WCDHB) Services with a view to preventing recurrence. 2. Application
More informationPolicy Name: Version: Approved By: Date Approved: Review Date:
Policy Name: Alcohol & Drug Use Policy Version: 3 Approved By: Corporate Health and Safety Working Group Date Approved: Last Amendment October 2008 Review Date: October 2009 ALCOHOL & SUBSTANCE USE POLICY
More informationWiltshire 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?
More informationHow To Write An Alcohol And Drug Policy
DEVELOPING AN Alcohol and Drug Policy FOR YOUR WORKPLACE 1. introduction THROUGHOUT EUROPE, ALCOHOL AND OTHER DRUG PROBLEMS IN THE WORKPLACE ARE A MAJOR FACTOR IN ACCIDENTS, ABSENTEEISM AND REDUCED PRODUCTIVITY.
More informationEmployee Assistance Programme
32938_ONEGI_GEN1914.qxp:32938_ONEGI_GEN1914 30/9/11 03:45 Page 1 Employee Assistance Programme Winner Best Occupational Health Provider Health Insurance Awards 2007, 2008, 2009 and 2010 Contents: Why consider
More informationWorkplace Solutions. Supervisor Intervention Training
Workplace Solutions Supervisor Intervention Training What is Workplace Solutions? Workplace Solutions is the new name for the internal Employee Assistance Program Workplace Solutions is a work-based intervention
More informationCONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2
CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page
More informationEQUALITY 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.
More informationLeadership and management for all doctors
Leadership and management for all doctors The duties of a doctor registered with the General Medical Council Patients must be able to trust doctors with their lives and health. To justify that trust you
More informationManaging Employee Attendance in Schools
Managing Employee Attendance in Schools SICKNESS ABSENCE POLICY AND PROCEDURE Author: Human Resources Version: Date: March 2011 Effective from File Reference: Contents Sickness Absence Policy 1. Policy
More informationSAFETY IN THE WORKPLACE By Sharon A. Stewart. January 28, 2005. The Occupational Safety and Health Act (OSHA) includes a General Duty Clause
SAFETY IN THE WORKPLACE By Sharon A. Stewart January 28, 2005 The Occupational Safety and Health Act (OSHA) includes a General Duty Clause requiring employers to "furnish a place of employment which is
More informationSickness Absence Management Policy
Bolsover District Council Sickness Absence Management Policy (July 2015) 26 CONTROL SHEET FOR SICKNESS ABSENCE MANAGEMENT POLICY Policy Details Comments / Confirmation (To be updated as the document progresses)
More informationPolicy for Preventing and Managing Critical Incident Stress
Policy for Preventing and Managing Critical Incident Stress Document reference number HSAG 2012/3 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012 Presented
More informationSecretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority
United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,
More informationLiverpool 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
More informationCanadian Pacific Railway
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
More informationDo not jump to conclusions or moralise. Provide information on support agencies.
Guidance for Managers Dealing with Substance Misuse February 2015 1. Introduction 1.1 The Highland Council is committed to providing a safe, healthy and productive working environment. 1.2 Alcohol and
More informationDrug and Alcohol Policy
Drug and Alcohol Policy Policy Aim: Kind is committed to providing a safe and productive work environment and to promote the health safety and well being of all its employees. The drug and alcohol policy
More informationThis Constitution establishes the principles and values of the NHS in England.
NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This
More informationPolicy for Managing Stress & Mental Wellbeing in the Workplace
Policy for Managing Stress & Mental Wellbeing in the Workplace Procedure Revision No: 1 Prepared by : S. Woolcott, Director Health, Safety & Wellbeing Ratified by (Group and Date): Health, Safety & Wellbeing
More informationDEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013
DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of
More informationAttendance Management and Sickness Absence Policy
Office of the Police and Crime Commissioner Attendance Management and Sickness Absence Policy 1. The Office of the Police and Crime Commissioner (OPCC) is committed to the principles of equality and diversity.
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Employee Wellbeing Policy Incorporating Absence Management Procedure Version No.: 11.0 Effective Date: 01 April
More informationSickness absence policy
Sickness absence policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes
More informationCYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY
CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY VISION: Cyril Jackson is a safe and stimulating environment where children encounter challenging and creative learning experiences. Each member
More informationDRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development
DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development Version 3: March 2010 CHANGES 01 June 2000: Policy implemented August 2010: Styling revised in line with corporate guidelines
More informationTHE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY
THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY Sickness 1. Scope of the Procedure 1.1 This procedure applies to all teaching and support staff employed in the academy who meet the
More informationManaging Stress and Improving Employee Health & Wellbeing Policy and Procedure
Managing Stress and Improving Employee Health & Wellbeing Policy and Procedure Ratification Process Lead Author: Developed by: Approved by: Ratified on and by: Senior OD & HR Manager, C&P CCG Senior OD
More informationManaging Sickness Absence Policy HR022
Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of
More information