Registered Charity No 700877
EQUAL OPPORTUNITIES POLICY
HUTTON CRANSWICK
SPORTS AND RECREATION ASSOCIATION
POLICY STATEMENT
Hutton Cranswick S R A does not seek to differentiate between employees simply on the grounds of status and believes in equal opportunity for all irrespective of gender, marital status, colour, race, ethnic origin, nationality, religion, disability or age.
Hutton Cranswick S R A believes that the performance of its employed staff and volunteer staff is central to the success of the organisation. The Board of Trustees and the Chief Executive depend upon the skills and motivation of all those employed by the organisation to promote and develop the ethos of the organisation, and recognise that positive reinforcement of equal opportunities for all employees and the young people the organisation seeks to serve is essential for continued success and prosperity.
The procedures laid out in this policy are with regard to legislation defined by the Sexual Discrimination Act 1975; the Race Relations Act 1976 and the Amendment Act 2000; the Equal Pay Acts 1970 & 1975; the Employment Rights Act 1996; the Disability Discrimination Act 1995; the Employment Protection Act 1978 and the Employment Rights Act 1996.
Harassment is an unacceptable form of behaviour and may be in breach of the Sex Discrimination Act 1975 and the Race Relations Act 1975 and 2000.
Hutton Cranswick SRA January 2009 Page 1
POLICY PROCEDURES
Equality of Employment
HUTTON CRANSWICK SRA welcomes applications for employment from all walks of life, and adhere to a strict selection process for interview on the basis of the Job Description and Person Specification matching the application’s details and no other basis
In order to ensure the effective operation of equal opportunity with regard to the employment, a monitoring form that records gender, racial origins, disability, sex and age is attached to all employment application forms. Successful applicants are entitled to check this information and correct if necessary. The information is stored securely and is used for no other purpose other than monitoring of equal opportunity with regard to the employment of staff.
Employment of Ex-
Unless the nature of the work demands it, prospective employees will not be asked to disclose convictions which are spent under the Rehabilitation of Offenders Act 1974
Having an unspent conviction is not necessarily a bar to employment with Hutton Cranswick SRA
Criminal records will be taken into account for recruitment purposes only when the conviction is relevant
Harassment at Work
For the purpose of this policy, Hutton Cranswick SRA have defined harassment as:
Offensive remarks and jokes
Unwanted physical contact
Being rejected or made to feel unwelcome
Hutton Cranswick SRA January 2009 Page 2
For the purpose of this policy, Hutton Cranswick SRA have defined sexual harassment as:
Making suggestive remarks or innuendos
Leering
Offering compromising invitations
Unnecessary or uninvited touching/physical contact
Physical assault of a sexual nature
Any employee who experiences harassment at work has a right to complain without fear of recrimination and can expect to be listened to, taken seriously and treated fairly.
In the first instance, any employee who allegedly suffers harassment must report the incident to their Line Manager. The Line Manager has the responsibility to report the incident to the relevant member of the Senior Management Team of Hutton Cranswick SRA
If the employee has an allegation against their Line Manager they must report the incident to either the Chief Executive or the Director of Projects. If the allegation is against either the Chief Executive or the Director of Projects then the incident must be reported to another of the Senior Management Team
Should Hutton Cranswick SRA identify that harassment is taking place, it will withdraw the employee from situations where they are considered to be potentially at risk of harm
Hutton Cranswick SRA will respond quickly, fairly and impartially to all allegations of harassment and will enable all parties involved to supply their version of events before any disciplinary action is taken
Hutton Cranswick SRA do not expect its employees to be subjected to or endure any form of harassment or abuse whilst carrying out the responsibilities of their employment, and will regard any incidents of such as extremely serious
Hutton Cranswick January 2009 Page 3
Grievance Procedure
Stage One
Any employee with a complaint against another member of staff must in the first instance seek advice from their Line Manager
Should the Line Manager be satisfied that the complaint is genuine then he/she must make it clear to the perpetrator that the behaviour is unacceptable. The Line Manager must report his/her action back to the complainant
Stage Two
If the situation remains the same, and a second complaint is made, the Line Manager must report the complaint to the Chief Executive, or in his/her absence the Director of Projects, who should attempt further to resolve the issue by calling a meeting of the complainant and any Union, Staff Association or legal representation. This must take place within ten working days of the second complaint and must be officially recorded
If the Chief Executive and other representatives are satisfied that the complaint is genuine, they may recommend that the victim is withdrawn from the workplace as a health and safety precaution until the matter is resolved
Stage Three
Procedures that will be followed with regard to the conduct and discipline of employees in any other aspect of employment are detailed in the Terms and Conditions of Employment detailed in job contracts
All employees are expected to conduct themselves in accordance with the standard required of their position and with any specific requirement laid down by their Line Manager. If the Line Manager is of the opinion that there has been a breach of duty, misconduct, inefficiency or incompetence by an employee, the procedures in the Terms and Conditions of Employment shall be effected
Hutton Cranswick January 2009 Page 4
For the purpose of this document, misconduct includes:
Persistent lateness/absenteeism
Unreasonable or unexplained absence
Non compliance with sick reporting procedures
Poor performance/recurrent errors
Misuse or misappropriation of company property
Using company telephones and email for personal use during working hours
Promotion and Pay Reviews
Regardless of sex, employees are entitled to equal pay and conditions for work of equal value. Hutton Cranswick SRA do not differentiate between
Men and women when setting pay levels
Pay reviews are carried out annually and increases are awarded entirely at the discretion of the Board of Directors and are based on the performance of the individual employee
Maternity and Paternity Allowance
Hutton Cranswick SRA recognises its duty to give all prospective parents the minimum government requirements for maternity and paternity leave
With regard to maternity leave. Employees are entitled to 26 weeks leave, regardless of how long they have been employed. Employees must have been in continuous employment for at least 26 weeks to qualify for Maternity Pay and are entitled to the statutory payment terms from the start of their Maternity Leave until the end of their 26 week statutory entitlement
Women who have completed 26 weeks continuous service with Hutton Cranswick SRA by the beginning of the 14th week before their Expected Week of Childbirth (EWC) can take additional maternity leave. This starts immediately after ordinary maternity leave and continues for a further 26 weeks, but is unpaid
Employees are entitled to paid leave for ante-
Hutton Cranswick SRS January 2009 Page 5
With regard to paternity leave Hutton Cranswick SRA provide for employees with 26 weeks continuous service ending with the 15th week before the baby is due, to take up to two weeks consecutive weeks leave. This can start from the date of the child’s birth or from an agreed date preceding or following the child’s birth. It must be taken within 56 weeks of the child’s birth. It cannot be taken as odd days leave throughout the 56 day period
Adoption leave and pay are available provided employees have completed at least 26 weeks of continuous employment ending with the week you are notified of being matched with a child for adoption. Employees are entitled to an additional leave of 26 weeks starting immediately after the statutory period, but is unpaid
Training and Appraisal
Hutton Cranswick SRA actively support all employees to attend training that is beneficial to their personal and professional development and supports the organisation’s priorities
All new employees undergo an induction period during which their training needs are identified. This induction is carried out by their Line Manager
All employees receive regular support session (at least once a month) on a one-
All employees participate in a review meeting with their Line Manager and a member of the Senior Management Team every three months
All employees receive an appraisal of their work performance annually to ensure that the employee is meeting objectives and provide an opportunity to look at working practices with a view to supporting their continued development
Hutton Cranswick January 2009 Page 6
HEALTH & SAFETY POLICY
HUTTON CRANSWICK SPORTS AND RECREATIONAL ASSOCIATION
POLICY STATEMENT
Hutton Cranswick SRA attach great importance to the health and safety of employees and all members of the public using facilities provided by us. To this end the organisation aims to ensure that all activities carried out or undertaken by its staff in relation to the work of the organisation, are managed in such a manner to avoid, reduce or control all foreseeable risks to the health and safety of any person(s) who may be affected by such activities to a tolerable level.
Hutton Cranswich SRA will adopt and implement procedures that are compatible with and recognise the duties imposed by the provisions laid out in the Health & Safety at Work A ct 1974 and the Health and Safety (Young Persons) Regulations 1997.
The organisation will pay particular attention to the provision of:
A healthy working environment
Safe and suitable resources and equipment
Sufficient training for employees to ensure their ability to comply with health & safety regulations and procedures.
First-
Risk Assessments for all aspects of work carried out by the organisation, including
lone-
Hutton Cranswick SRA January 2009 Page 1
POLICY PROCEDURES
General Duties of all Employees
To take reasonable care to avoid acts or omissions that may adversely affect the health and safety or yourself and others.
To co-
To not intentionally or recklessly interfere with, or misuse, any resource or equipment provided for health, safety or welfare.
To observe health and safety procedures. Failure to do so could result in disciplinary action being taken against you.
Reporting of Accidents or Incidents
The primary purpose of reporting accidents and incidents is to identify the underlying cause(s) of the accident or incident and any contributing factors, in order to prevent further similar occurrences. All employees are required to report all accidents and incidents using the correct reporting form.
If an accident or incident is reportable to the Health and Safety Executive as required by the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) or is of a sufficiently serious nature, then the Chief Executive, or in his/her absence the Director Projects, will ensure that any investigation is carried out by a reasonably competent person.
Working Environment
Hutton Cranswick SRA will strive to provide the optimum conditions within the working environment of employees, with regard to the following areas:
Temperature – this should be a minimum of 16 degrees Celsius. There is no maximum but the organisation will supply, where necessary, fans or adjustable blinds. Employees working outside in hot conditions will be advised to use sun cream and wear hats and sunglasses to protect themselves from harmful effects of the sun.
Smoking – all buildings used by Hutton Cranswick SRA are non-
Disabled Access – wherever possible access to the workplace will be as suitable as possible for any employee with a disability.
Hutton Cranswick SRA January 2009 Page 2
Resources and Equipment
Hutton Cranswick SRA will strive to provide staff with safe and suitable resources
and equipment, with particular regard to the following:-
Computer and other electronic equipment – all such equipment is tested and meets
required standards of safety. The organisation will contribute towards the cost
of regular eye-
Mobile telephones – employees are informed that, although research has proved inconclusive, the use of mobile telephones for prolonged periods of time has a health risk, and that they accept this risk if they use a mobile telephone.
Company vehicles – all company vehicles are insured, regularly services and have an annual MOT test. All employees who drive minibuses as part of their employment are required to have a MIDAS (Minibus Drivers Awareness Scheme) certificate or hold a PCV licence if their driving licence does not have the D1 category. All employees who drive company vehicles are required to read the Mini Bus Safety section in the Good Practice Booklet.
Wherever possible, Hutton Cranswick SRA will provide adequate office furniture (desks, seating) to ensure the comfort of employees. Any employee who experiences discomfort as a result of inadequate seating must inform their Line Manager.
Training
All employees are required to participate in Health & Safety Awareness training,
First-
Employees are advised to familiarise themselves with the sensible precautions they should take in order to protect their own health and safety with regard to the use of resources and equipment, detailed in the Good Practice Handbook.
Hutton Cranswick SRA have three designated Health and Safety officers who receive regular training in this area.
Use of Mobile Telephones
Employees are provided with a mobile telephone for use only in the course of their employment. Personal use is allowed for emergencies and other occasional use that is necessary (e.g. informing a relative that you are working late at night)
Hutton Cranswick SRA January 2009 Page 3
First-Aid Kits
Each department or project is supplied with a First-
It is the responsibility of the named Health and Safety representative from Head
Office to regularly check and replenish First-
Risk Assessments
It is the responsibility of the Chief Executive to ensure that a risk assessment for the organisation is carried out and re viewed on a annual basis
It is the responsibility of the director of Projects to ensure that risk assessments for all projects managed by Hutton Cranswick SRA are carried out and reviewed on an annual basis.
It is the responsibility of the Youth Development Team Manager to ensure that a risk assessment is carried out for the Youth Development Team’s programme of work.
All activities and events run by the Youth Development Team and projects managed by Hutton Cranswick SRA must be subject to a risk assessment, which is the responsibility of the employee(s) leading the activity and their Line Manager.
Any employee who works alone and unsupervised with young people, or participates
in home visits in relation to their employment must follow the good practice guidelines
for lone-
Dealing With Aggression/Threats/Violence
All staff are offered training in control and restraint and are encouraged to follow the good practice guidelines in the Good Practice Handbook for keeping themselves safe.
Hutton Cranswick SRA January 2009 Page 4