Disciplinary Policy #NGH-PO-028 Business Area Human Resources Person Responsible Sarah Kinsella Created Last Review 2nd June, 2014 2nd 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?
ACAS (2011). acas Code of Practice :1 Discipline and Grievances Procedures [online] London. ACAS. Available from http://www.acas.org.uk/media/pdf/k/b/acas_code_of_practice_1_on_disciplinary_and_grievance_proceduresaccessible-version-jul-2012.pdf [Accessed 18 October 2013] ACAS (2013). acas Discipline and Grievances at Work Guide [online] London. ACAS. Available from http://www.acas.org.uk/index.aspx?articleid=2179 [Accessed 18 October 2013] Department of Health (2013). The NHS Constitution: the NHS Belongs to Us All [online] London. DH. Available from https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/170656/nhs_constitution.pdf [Accessed 5 August 2013] NHS Employers (2013). Maintaining High Professional Standards in a Modern NHS [online] London. NHS Employers. Available from http://www.nhsemployers.org/employmentpolicyandpractice/disciplinaryprocedures/pages/newdisciplinaryprocedures-overview.aspx [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 http://www.nhsemployers.org/aboutus/publications/documents/guiding-principles-for-sharing-information.pdf [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 Email and Internet (Including all Social Networking Sites) Policy. NGH-PO-10-02. 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 2013-2016. 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 45-54 age range and the lowest % of staff are in the 16-24 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
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.
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.
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
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