Equal Opportunity Policy
|
|
- Clifton Hudson
- 6 years ago
- Views:
Transcription
1 Equal Opportunity Policy
2 PURPOSE Anahita Residences & Villas Ltd is committed to becoming an equal opportunity employer and to ensuring that all employees, job applicants, customers and other people with whom we deal are treated fairly and are not subjected to unfair or unlawful discrimination. This policy is not contractual, but aims to set out the way in which Anahita Residences & Villas Ltd aims to manage equal opportunity. This policy applies to all employees and workers. SCOPE Our policy is designed to ensure that current and potential workers are offered the same opportunities regardless of their race, religion or belief, nationality, ethnic origin, age, sex, sexual orientation, marital status, domestic circumstances, disability or any other characteristic unrelated to the performance of the job. We seek to ensure that no one suffers, either directly or indirectly, as a result of discrimination. We recognise that an effective equal opportunity policy will help all staff to develop to their full potential, which is clearly in the best interests of both our staff and our business. We aim to ensure that we not only observe the relevant legislation but also do whatever is necessary to provide genuine equality of opportunity. We expect everyone who works for us to be treated and to treat others with respect. Our aim is to provide a working environment free from harassment, intimidation, or discrimination in any form that may affect the dignity of the individual. We further recognise the benefits of employing individuals from a range of backgrounds as this creates a workforce where creativity and valuing difference in others thrives. We value the wealth of experience within the community in which we operate and aspire to have a workforce that reflects this. POLICY It is your responsibility to ensure that you understand this policy before performing the following tasks. The legal framework All employees are expected to abide by the requirements of: the Catering & Tourism Industries Remuneration Order 2004 the Employment Right Act 2008 the Equal Opportunity 2008 plus any amendments to the above legislation. Equal Opportunity Policy - Page 1 of 4
3 Discrimination may be direct or indirect, and can take different forms, for example: treating any individual less favourably than others on grounds of his/her sex, colour, marital status, race, nationality or ethnic origin, religion or belief, sexual orientation, disability, age or membership or non-membership of a trade union expecting a person, solely on the grounds stated above, to comply with requirements that are different to the requirements for others, for any reason whatsoever imposing on an individual requirements that are in effect more onerous than they are on others. For example this would include applying a condition (which is not warranted by the requirements of the position) which makes it more difficult for members of a particular group to comply than others not of that group victimisation harassment any other act or omission of an act, which has the effect of disadvantaging one person against another purely on the above grounds. On all occasions where those in control of employees are required to make judgements between them, for example disciplinary matters, selection for training, promotion, pay increases, awards, etc it is essential that merit, experience, skills and temperament are considered as objectively as possible. Responsibility for this policy The overall responsibility for implementing and monitoring the effectiveness of this policy rests with the top management of Anahita Residences & Villas Ltd. Managers and supervisors have a crucial role to play in promoting equality of opportunity in their own areas of responsibility. All staff, irrespective of their job or seniority, will be given guidance and instruction, through our induction and other training, as to their responsibility and role in promoting equality of opportunity and not discriminating unfairly or harassing colleagues or job applicants, nor encouraging others to do so or tolerating such behaviour. Disciplinary action, including dismissal, may be taken against any employee found guilty of unfair discrimination or harassment. Recruitment and selection We aim, through written instruction, appropriate training and supervision, to ensure that all staff who are responsible for recruitment and selection are familiar with this policy and apply it in conjunction with our recruitment policy. Selection will be conducted on an objective basis and will focus only on the applicants' suitability for the job and their ability to fulfill the job requirements. Our interest is in the skills, abilities, qualifications, aptitude and the potential of individuals to do their jobs. Equal Opportunity Policy - Page 2 of 4
4 Person specifications will be reviewed to ensure that criteria are not applied which are discriminatory, either directly or indirectly, and that they do not impose any condition or requirement which cannot be justified by the demands of the post. Questions asked of candidates will relate to information that will help assess their ability to do the job. Questions about marriage plans or family intentions or any other issues which may give rise to suspicions of unlawful discrimination should not be asked. Selection tests will be specifically related to the job and measure an individual's actual, or inherent, ability to do or train for the job. Job adverts should encourage applications from all types of candidates and should not be stereotyped. All adverts will state: "Anahita The Resort is an equal opportunity employer and values diversity". Reference to this policy will also be made on job and person descriptions. When advertising a position which has traditionally been done by one sex, adverts should specify they are open to both sexes. Training and development Anahita Residences & Villas Ltd recognises that equal opportunity responsibilities do not end at selection, and is committed to ensure that wherever possible all staff receive the widest possible range of development opportunities for advancement. All employees will be encouraged to discuss their career prospects and training needs with their manager. Opportunities for promotion and training will be communicated and made available to all staff on a fair and equal basis. The provision of training will be reviewed to ensure that provisions are made where necessary to enable part-time workers, shift or remote workers or those returning to work following a break to benefit from training. No age limits apply for entry to training or development schemes which are open to all employees. Terms and conditions of employment We will ensure that all of our policies including compensation, benefits and any other relevant issues associated with terms and conditions of employment, are formulated and applied without regard to race, religion or belief, nationality, ethnic origin, age, sex, sexual orientation, marital status, domestic circumstances, disability or any other characteristic unrelated to the performance of the job. These will be reviewed regularly to ensure there is no discrimination. Length of service as a qualifying criterion for benefits will not exceed five years unless clearly justifiable. Grievances, disputes and disciplinary procedure Staff who believe they have been discriminated against and have not been able to resolve this informally are advised to use our internal grievance procedure. An employee who brings a complaint of discrimination must not be less favourably treated. Harassment or bullying will not Equal Opportunity Policy - Page 3 of 4
5 be tolerated, and any individual employee who feels that he/she has been subjected to harassment or bullying should refer to our bullying and harassment policy. When dealing with general disciplinary matters, care is to be taken that members of one group (whether this be sex, race, religion or belief, sexual orientation, age, disability or marital status) are not dismissed or disciplined for performance or behaviour which could be overlooked or condoned in other groups. Positive action We also recognise that passive policies will not reverse the discrimination experienced by many groups of people. To this end, if certain groups are under-represented within our business we will actively seek to encourage applications from those groups. Any measures taken to encourage applications should not in any way be construed as positive discrimination. The decision as to which applicant is offered a post must be based entirely on the merit of the individual. Communication of this policy All job applicants, employees and workers will be made aware of this policy and a copy will be included in the Employee Handbook, given to all employees on joining us. Customers/clients will also be made aware of this policy. In addition, staff will be reminded of the policy through such means as advertisements, job descriptions (which will refer to this), application forms, posters, training courses and memos. Equal Opportunity Policy - Page 4 of 4
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
(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
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.
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
Equality, Diversity & Inclusion (EDI) Policy Version 2.1
Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...
Equality, Diversity and Inclusivity - Policy
Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to
EQUAL OPPORTUNITIES & DIVERSITY POLICY
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
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
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
EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE
EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE GELDER GROUP EQUAL OPPORTUNITIES POLICY AND CODE OF PRACTICE 1. INTRODUCTION The Gelder Group is committed to a comprehensive policy of equal opportunities
Employment law solicitors
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
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
Diversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11
APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY Page 1 of 11 Revision Date November 2014 Author Glen White, Corporate Services Officer Policy Owner Reason for Revision Training and Awareness Methods
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
Equality and Diversity Policy
Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders
3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.
Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)
Wood Group Policy. March 2013. Equal opportunities. Energy Supporting Energy
Wood Group Policy March 2013 Equal opportunities Energy Supporting Energy Contents 1.0 Purpose 2 2.0 Scope 3 3.0 Responsibilities 3 4.0 Definitions 3 5.0 Discrimination 4 6.0 Breaches of the policy 4 7.0
Employment Law Guide
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal
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
AGE DISCRIMINATION. Summary of the law on
Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in
Employment Rights and Responsibilities
Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which
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
BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY
BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY 1. Introduction This policy is applicable to both staff and students and should be read in conjunction with all other relevant
Job Description and Person Specification
Job Description and Person Specification Job Description The job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process
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
Bullying 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
2.1 The policy applies to all sportscotland employees including contractors and agency workers.
NON-PROTECTED sportscotland Human Resources Toolkit Equality & Diversity in Employment 1.1 sportscotland is committed to promoting equality and diversity in employment. sportscotland recognises the unique
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality
RACE DISCRIMINATION. Summary of the law on
Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply
Procedure No. 1.41 Portland College Single Equality Scheme
Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion
THE EQUALITY ACT 2010
THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put
DISABILITY. Summary of the law on
Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply
Disciplinary and grievance procedures Draft Acas Code of Practice
Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements
Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A
NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level
(4 August 2005 - to date) EMPLOYMENT EQUITY ACT 55 OF 1998
(4 August 2005 - to date) EMPLOYMENT EQUITY ACT 55 OF 1998 (Gazette No. 19370, Notice No. 1323 dated 19 October 1998. See Act for various commencement dates) CODE OF GOOD PRACTICE ON THE INTEGRATION OF
Employment 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
Swindon Borough Council Equality & Diversity Strategy. Agreed at Cabinet 14 th April 2010. Introduction
Swindon Borough Council Equality & Diversity Strategy Agreed at Cabinet 14 th April 2010 Introduction Swindon Borough Council wishes to be recognised as a leading public authority in the way it promotes
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
WOMEN S JOBS, MEN S JOBS. Think Business, Think Equality
WOMEN S JOBS, MEN S JOBS Think Business, Think Equality CONTENTS INTRODUCTION 2 WOMEN S WORK 3 RECRUITMENT 5 TRAINING AND SKILLS 10 WOMEN S JOBS, MEN S JOBS CHECKLIST 17 GLOSSARY 19 1 INTRODUCTION This
Practical guide... termination of employment
The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a
A summary of the law on: Unfair Dismissal and Redundancy
A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.
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
DISCIPLINARY PROCEDURE
DISCIPLINARY PROCEDURE Author: Julie Newnham Revised : August 2013 Review Date: August 2014 Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees other
Equal Opportunity, Discrimination and Harassment
Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...
Practical Guidelines For Employers On Eliminating Age Discrimination in Employment
Practical Guidelines For Employers On Eliminating Age Discrimination in Employment The Government of the Hong Kong Special Administrative Region Practical Guidelines for Employers On Eliminating Age Discrimination
EVERYONE COUNTS STRATEGY
EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues
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
NHS Business Services Authority HR Policies Recruitment and Selection
1. POLICY STATEMENT 1.1 The Policy is designed to support managers in providing a fair, consistent and effective approach to the recruitment of all employees and to help managers deal with recruitment
Information Sheet 9: Supervising your Staff
Shaw Trust Direct Payments Support Services Information Sheet 9: Supervising your Staff Sheet Outline: Conducting an Appraisal interview Discipline and Grievances Outcome: To increase awareness of the
Regulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures.
Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University
A SUMMARY OF CDC HUMAN RESOURCES POLICIES
A SUMMARY OF CDC HUMAN RESOURCES POLICIES 1 RECRUITMENT 2 REMUNERATION 3 EMPLOYMENT PERFORMANCE & DEVELOPMENT 4 EQUALITY AT WORK 5 WHISTLEBLOWING CDC Group 26 May 2011 1 RECRUITMENT It is CDC s policy
PROCUREMENT. Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES
PROCUREMENT Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES PROCUREMENT Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES PROCUREMENT
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,
Redundancy. A Guide. 4500 Lawyers 87 Firms 57 Countries TOP RANKED CHAMBERS GLOBAL 2013. Leading Law Firm Network
Redundancy A Guide TOP RANKED CHAMBERS GLOBAL 2013 Leading Law Firm Network 4500 Lawyers 87 Firms 57 Countries INTRODUCTION The decision to make employees redundant is never one that is taken lightly.
University of Birmingham Race Equality Policy
University of Birmingham Race Equality Policy 1. Purpose and Scope This document sets out the University of Birmingham s Race Equality Policy as required under the Race Relations Act 1976, as amended by
JOB SHARING POLICY AND PROCEDURE
JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities
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,
JOB DESCRIPTION. Executive Director of Nursing, Quality and Governance
JOB DESCRIPTION JOB TITLE: RESPONSIBLE TO: BAND: LOCATION: HOURS OF WORK: DISCLOSURE REQUIRED: Deputy Director of Nursing Executive Director of Nursing, Quality and Governance 8d To be agreed with postholder
BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE
BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction
The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY
The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being
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
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
NEW STATUTORY DISMISSAL, DISCIPLINARY AND GRIEVANCE PROCEDURES
September 2004 NEW STATUTORY DISMISSAL, DISCIPLINARY AND GRIEVANCE PROCEDURES With effect from 1 October 2004, new statutory dismissal and disciplinary procedures ("DDP") and grievance procedures ("GP")
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
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
Diploma in Human Resource Management (Level 4) Course Structure & Contents
Brentwood Open Learning College Diploma in Human Resource Management (Level 4) Course Structure & Contents Diploma in Human Resource Course Structure & Contents Page 1 Unit 1 Overview of Human Resource
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
Equal Pay Statement and Information 2015
Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay
DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY
Achieving equality and valuing diversity DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY November 2009 Translations and making the booklet accessible This policy booklet gives details of the Council
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. All employees can bring a claim of
BUSINESS CODE OF CONDUCT
BUSINESS CODE OF CONDUCT PREPARED FOR: ode March 2011 Page 1 Contents 1 BUSINESS CODE OF CONDUCT... 3 2 MISSION STATEMENT... 3 3 PRINCIPLES AND VALUES... 3 4 RELATIONSHIPS... 4 5 BRIBERY AND CORRUPTION...
MANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity
MANAGEMENT PLAN Equal Employment Opportunity & Workforce Diversity Final Version: 1.0 Identifier CCS 5.1.7 Policy Section: HR Management Date Adopted: 8 November 2012 Review Date: November 2015 Author:
The Anglia Revenues Partnership DEBT MANAGEMENT AND RECOVERY POLICY
The Anglia Revenues Partnership DEBT MANAGEMENT AND RECOVERY POLICY Benefits Service Author: Steve Knights 27 th February 2009 DOCUMENT SPONSOR (Client Officers): Forest Heath - Andrew Claydon Breckland
PROCUREMENT PROCEDURE
PROCUREMENT PROCEDURE TITLE: Diversity in Procurement ISSUE: 1.0 REFERENCE: BTP/Procurement/Procedure/20 DATE: 11 July 2011 AUTHOR: Freddie Josland/Miranda Smith/ Laraine Jackett APPROVED BY: Tony Foster
University of Reading Postgraduate Research Programmes Admissions Policy
University of Reading Postgraduate Research Programmes Admissions Policy 1 General Statement 1.1 The University Senate is responsible for the admission of postgraduate research students to the University
A Britain at ease with all aspects of its diversity, built on fairness and respect for all
GENDER EQUALITY Introduction Equal Opportunities As an equal opportunities employer, and in line with our brand values, the Museum is committed to integrity and impartiality in dealing with our people,
AND REDUNDANCY. Summary of the law on
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline
Author: Claire Howarth Tel: 01992 556670
HERTFORDSHIRE COUNTY COUNCIL CABINET MONDAY 13 SEPTEMBER 2004 AT 2.00 P.M. Agenda Item No. 6 EMPLOYMENT POLICIES Report of the Corporate Director (People & Property) Author: Claire Howarth Tel: 01992 556670
Leadership 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
Your Application and Our Recruitment Process
Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that
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
Relief (Casual) Workers Policy and Procedure
Relief (Casual) Workers Policy and Procedure Reference No. P13:2009 Implementation date 22112012 Version Number V1.2 Reference No: Name. Linked documents P14:2002 Police Staff Recruitment and Selection
CODE FOR MANAGEMENT PRACTICES: EQUALISING OPPORTUNITIES PART 1: CREATION OF EMPLOYMENT RELATIONSHIP 1. JOB DESCRIPTION
CODE FOR MANAGEMENT : EQUALISING OPPORTUNITIES PART 1: CREATION OF EMPLOYMENT RELATIONSHIP 1. JOB DESCRIPTION Job descriptions must clearly define responsibilities and outputs. Job descriptions can however
University of London Race Equality and Diversity Policy and Action Plan
University of London Race Equality and Diversity Policy and Action Plan Note 1: Throughout this document, the Race Equality and Diversity Policy and Action Plan is referred to as the Policy and Plan or,
Tripartite Guidelines On Fair Employment Practices
Tripartite Guidelines On Fair Employment Practices Produced by: www.tafep.sg Supported by: Reprinted in April 2014. All rights reserved. No part of this book may be reproduced in any form or by any electronic
Teaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN)
Teaching and Learning Together Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) 1 Introduction We are committed to inclusion and will
COMPROMISE AGREEMENT
Without Prejudice and Subject to Contract COMPROMISE AGREEMENT THIS AGREEMENT is dated xxxx AND IS MADE BETWEEN: SOAS, University of London whose premises are at Thornhaugh Street, Russell Square, London
Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
Local Disciplinary Policy
DOCUMENT INFORMATION Origination/author: Judith Coslett, Head of Human Resources This document replaces: Local Disciplinary and Dismissal Procedure 05 Date/detail of consultation: Staff Forum and Unison
Pay Circular (AforC) 1/2012
1 February 2012 Pay Circular (AforC) 1/2012 NHS Terms and Conditions of Service Handbook (amendment number 25): Revisions to the handbook to ensure legal compliance with the Equality Act 2010 and Public
Recruitment, Selection & Disclosure Policy and Procedure
Recruitment, Selection & Disclosure Policy and Procedure 1. Introduction Stonyhurst [Stonyhurst College, Saint Mary s Hall] ("Stonyhurst") is committed to providing the best possible care and education
POLICY. Responsible Use of Social Media
POLICY Responsible Use of Social Media Contact Officer Director of Personnel Director of Communications & Participation Senior Project Manager: Corporate Policies (Policy author) Purpose The primary aims
Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask
Introduction Pre-employment inquiries: You can respect human rights in hiring What you can do What you can ask Guidelines for employers on pre-employment inquiries and The Human Rights Code (Manitoba)
Workplace Anti-Harassment Policy (Alberta)
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
GUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
Disability discrimination
Disability discrimination Disability discrimination occurs when a person is treated less favourably, or not given the same opportunities, as others in a similar situation because of their disability. The
Rule 5 Relationship to Students, Employees, and Others
5.01 Supervision Rule 5 Rule 5 Relationship to Students, Employees, and Others 5.01 SUPERVISION Application 5.01 (1) In this rule, a non-lawyer does not include an articled student. Direct Supervision
Anti Harassment and Bullying Policy
Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People