A Message to All Staff
This Handbook provides all staff with important information.
It is non contractual and based upon duties imposed by legislation or what is considered to be
good employment practice.
This information concerns matters which relate primarily to the general conduct of the
employment relationship, including duties and responsibilities of both employees and Future
Directions CIC. A proper understanding of such matters is helpful towards maintaining a
relationship which is positive, beneficial, knowledgeable, professional and safe.
It is your responsibility to read this Staff Handbook and query anything that you do not
understand with your Manager. You will be asked to sign the receipt form and return it within
14 days.
Paul Lord
Director of Operations
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Contents
About this Handbook ...................................................................................................................... 5
About Future Directions CIC ........................................................................................................... 5
Absence ........................................................................................................................................... 7
Additional Employment .................................................................................................................. 8
Annual Leave ................................................................................................................................... 9
Appraisals and Job Consultation ................................................................................................... 10
Bank Working ................................................................................................................................ 10
Codes of Practice .......................................................................................................................... 10
Communication ............................................................................................................................. 11
Compliments, Concerns and Complaints ...................................................................................... 11
Confidentiality and Data Protection ............................................................................................. 12
Data Protection – Access to Personal Information ....................................................................... 13
Dignity at Work ............................................................................................................................. 14
Domestic Abuse ............................................................................................................................ 15
Driving Vehicles ............................................................................................................................. 15
Education and Training ................................................................................................................. 16
Employee Discipline ...................................................................................................................... 18
Employee Grievances.................................................................................................................... 19
Employment Status ....................................................................................................................... 19
Employee Responsibilities ............................................................................................................ 20
Equal Opportunities ...................................................................................................................... 22
Flexible Working ........................................................................................................................... 22
Health and Safety .......................................................................................................................... 23
Health and Safety Assessment...................................................................................................... 23
Handling Service User’s Money .................................................................................................... 24
Homeworking ................................................................................................................................ 24
Identity Cards ................................................................................................................................ 24
Induction ....................................................................................................................................... 24
Information and Consultation....................................................................................................... 25
Itemised Pay Statement ................................................................................................................ 25
Job Security ................................................................................................................................... 25
Key Holder (Supported Living Homes only) .................................................................................. 25
Leave of Absence for Public Duties............................................................................................... 26
Meals (Supported Living Homes only) .......................................................................................... 26
Medical Appointments ................................................................................................................. 26
Medicine Administration .............................................................................................................. 27
Mobile Phones .............................................................................................................................. 27
People Moving and Handling ........................................................................................................ 28
Pensions ........................................................................................................................................ 28
Performance ................................................................................................................................. 28
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Probation ...................................................................................................................................... 29
Protection from Abuse and Safeguarding .................................................................................... 29
Records ......................................................................................................................................... 31
Recruitment .................................................................................................................................. 32
Smoking at Work ........................................................................................................................... 32
Social Media .................................................................................................................................. 33
Solicitations and Gifts ................................................................................................................... 33
Special Leave ................................................................................................................................. 33
Sick Pay.......................................................................................................................................... 34
Substance Abuse ........................................................................................................................... 34
Time Owing ................................................................................................................................... 35
Time Sheets ................................................................................................................................... 35
Trade Union Membership ............................................................................................................. 35
Use of Email and the Internet ....................................................................................................... 36
Use of Telephones ........................................................................................................................ 36
Whistleblowing ............................................................................................................................. 36
Working Parents ........................................................................................................................... 37
Written Statement of Particulars of Employment ........................................................................ 37
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About this Handbook
This Staff Handbook has been produced in order to provide employees with essential
information concerning many aspects of their employment with Future Directions CIC
and is an important document.
Unless indicated otherwise, or as specifically required in law, this Staff Handbook,
together with its contents, is non contractual.
To respond to the changing needs of Future Directions CIC as well as to changes in
legislation and good employment practice, this Staff Handbook may need to be
modified/updated from time to time, and when this happens you will be informed of
these changes.
New staff should take this handbook to work on at least their initial ten working days
and retain it for future reference.
Existing staff should go through the contents at least once a year.
If you have any questions about this Staff Handbook, or any of its contents then please
see your Manager.
Note: Staff who have been transferred into Future Directions CIC under TUPE rules will
still be subject to certain terms, conditions, policies and procedures under that
agreement. These will take precedence over the relevant sections of this handbook.
About Future Directions CIC
Who are Future Directions CIC?
(See our website www.futuredirectionscic.co.uk for more information)
Future Directions Community Interest Company (CIC) is a quality person centred social
care provider.
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There are many different types of CIC and Future Directions CIC is described as a wholly
owned subsidiary.
Future Directions CIC is a company which was formed in April 2012 from the Community
Services arm of Calderstones Partnership NHS Foundation Trust in response to our vision
to continue to provide high quality, value for money services to people with a learning
disability within the Social Care market.
As the Community Service arm of Calderstones Partnership NHS Foundation Trust, we
have over 30 years experience of providing high quality support to learning disabled
people and people with complex needs to live in their own homes.
Our Mission
‘Future Directions CIC is a Community Interest Company that works with individuals,
families, commissioners and local communities to design and deliver personalised
services; enabling individual choice and control to achieve fulfilled lives.’
Our Values
To Put People First
To Be Transparent
To Go The Extra Mile
To Be Creative
To Be Adaptable
Our Objectives
1. To engage Service Users, listen to their needs and wishes and support them to live a
life they value.
2. To work alongside Service Users so they grow and feel valued
3. Employ, develop and value capable and understanding people.
4. To build a growing, sustainable business driven by our values.
The activities that we engage in at the present time fit with these objectives.
The Nature of Services Provided
Future Directions CIC provides personalised support services for people with Complex
Needs including Learning Disability, Autism and Acquired Brain Injury.
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Future Directions CIC provides a comprehensive range of support services directly to the
Service User.
Support may be provided in the following areas:
Support with personal care;
Practical help with daily living;
Specialist support including positive behavioural support, complex health needs and
forensic histories.
Hours of Operation
Future Directions CIC is proud to say that it operates 24 hours a day, seven days a week
and 365 days per year.
Future Directions CIC’s office is open between 8.30am and 5.00pm Monday to Thursday
and 8.30am – 4.30pm on Fridays. The office address is:
Marle House
Oldham Broadway Business Park
Broadgate
Chadderton
Oldham
OL9 9XA
Tel: 01254 821720
If you need to contact someone from Future Directions CIC outside of office hours,
please call the On-Call Manager on your local on-call number. This will be provided to
you on induction.
Absence
Every employee is important in providing an efficient and effective service, and for a
sound business. Frequent unplanned absences and late arrivals place added burdens on
others and often prevent them from giving their best.
There will, of course, be occasions when some genuine, acceptable and unexpected
illness, condition or recognised family emergency prevents you from attending for work
and carrying out your normal duties. In such instances, you must contact your local OnCall Manager personally by telephone as soon as possible before the start of your shift.
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Failure to notify a manager may result in such absence being unpaid. It is not acceptable
to notify us by text or e-mail.
Repeated lateness, absenteeism, failure to notify, or falsifying the reason for absence
will be regarded as breaches of discipline.
In order to deal appropriately with difficult cases, such as an employee’s persistent
short-term or long-term absence, Future Directions CIC has established a detailed
Sickness Absence Policy which aims to deal with such situations in a sympathetic and
reasonable manner and with the primary objective of improving attendance and/or
helping with the employee’s return to work at the earliest opportunity.
In cases, however, where an employee is unable to attend work for a significant period
of time, for example, long term sickness, or consistently fails to the meet the minimum
standards of attendance expected by Future Directions CIC, then the procedures
outlined in the policy will be implemented, fairly and consistently.
A failure to meet minimum requirements may result in the employee’s dismissal on
grounds of capability. All absences from work (planned or unplanned) must be recorded
in accordance with the established rules and practices appropriate to the reason for the
absence (e.g. authorised leave, sickness absence, hospital/medical/dental appointment,
etc).
Additional Employment
Future Directions CIC has no objection to you undertaking additional employment
provided that:
a) Such additional employment does not affect your ability to perform the job for
which you have been employed, in a satisfactory manner;
b) The additional hours worked (aggregated for all additional employments), when
added to the hours worked for this company, does not give rise to a situation
where you exceed the limits on average weekly working hours imposed by the
Working Time Regulations, unless you have entered into a voluntary agreement
with Future Directions CIC to opt-out of this part of the regulations; If you wish to
complete an opt-out agreement, please speak to your manager who will provide
you with the appropriate paperwork.
c) The nature of the work does not reflect adversely on Future Directions CIC;
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d) If the work is with a competitor company or organisation, we must ask you to
declare this to us. Please speak to your manager who will provide you with the
appropriate declaration form.
If you wish to undertake additional employment(s), you are required to discuss your
proposals with your Manager so that these proposals and any related employment and
health and safety implications can be discussed.
Annual Leave
You will accrue paid annual leave during your employment in accordance with your
terms and conditions. Future Directions CIC will consider all requests for annual leave
sympathetically, although the needs of Future Directions CIC will always be the primary
consideration.
Leave Year
Future Directions CIC’s leave year will run from 1st April to 31st March. This will be the
leave year for all employees.
Rate of Accrual
All employees of Future Directions CIC will accrue annual leave at the rate as specified
in their terms and conditions, inclusive of public holidays.
Part time workers will receive a pro rata entitlement, based on the number of hours
worked per week.
Obtaining Approval
Requests for annual leave must be made, using the appropriate form, and given to the
immediate supervisor/manager at the earliest opportunity.
Employees are requested not to make bookings, pay deposits, etc, until written
approval has been received.
No employee will be allowed to carry over leave from one leave year to the next,
except in exceptional circumstances.
For further information please refer to the Annual Leave Procedure.
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Appraisals and Job Consultation
A well constructed performance planning and appraisal programme is seen as a
particularly valuable means of developing a cohesive, motivated and efficient
workforce, of which you play an important part.
As such, you will have the opportunity to discuss your individual training needs, plans,
performance, problems on a minimum 3 monthly basis with your Manager via job
consultation and annual appraisal.
For more details on Job Consultation and Annual Appraisal, please refer to the Job
Consultation Procedure and the Annual Appraisal Procedure.
Bank Working
Employees are expected to demonstrate a willingness to work additional hours as
required by the operational needs of the company.
Bank working is generally the exception rather than the rule, and will usually be
required to cover a peak or unexpected new service delivery, staff shortages or change
in needs of the individuals we support. Employees will be paid for additional hours in
line with the terms and conditions of working on the bank. Details can be obtained
from your manager or Human Resources manager. Alternatively, staff working extra
hours could be granted equivalent time off in lieu.
In general, the only bank work available is in a Personal Assistant role.
Codes of Practice
Skills for Care Code of Practice for Social Care Workers and Employers
All staff working within Social Care are bound by the Skills for Care Code of Practice for
Social Care Workers. You will all receive a copy of the code as part of your induction
training.
As an employee working within Social Care, you must:
Protect the rights and promote the interests of Service Users and their
carers;
Strive to establish and maintain the trust and confidence of Service Users and
their carers;
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Promote the independence of Service Users whilst protecting them, as far as
possible, from danger or harm;
Respect the rights of Service Users whilst seeking to ensure that their
behaviour does not harm themselves or others;
Uphold public trust and confidence in social care services;
Be accountable for the quality of your work and improve your knowledge
and skills
NMC Code of Conduct for Managers with Nursing Qualifications
All managers employed by Future Directions CIC with a Nursing Qualification are
bound by the NMC Code of Conduct and must ensure that they adhere to this code
and the registration requirements of the NMC.
Failure to do this by any manager employed with nursing qualifications could result in
disciplinary proceedings against them.
Communication
Staff will be kept informed of any changes or developments within Future Directions
CIC through our Newsletter. This will be e-mailed to staff with e-mail or sent in the
internal post to all paper-based houses each month and will also be cascaded to staff
via their Team Managers at regular team meetings. Staff have a responsibility to keep
up to date with communications from Future Directions CIC via e-mail, memoranda,
Job Consultations, Service User Records and communication files.
Future Directions CIC will communicate with Service Users, family members,
commissioners and the wider community through the blog on the Future Directions
CIC website www.futuredirectionscic.co.uk. This will, in turn, feed into facebook and
twitter. The website will also give family members, Service Users and the wider
community the ability to sign up for a newsletter to keep them informed of events and
developments in the service.
Future Directions CIC believes that photographs and film are an important part of
communicating and sharing the achievements of people we support, staff and the
company. We therefore ask that all employees, unless you state otherwise, consent
to photographs and film of them being used in Future Directions CIC communications.
Compliments, Concerns and Complaints
Compliments, Concerns and Complaints, especially from the people we support,
families, employees and job applicants, are encouraged and welcomed. This ensures
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that what is working well continues and is shared across services and dissatisfaction
with any aspect of Future Directions CIC’s operations or services is brought to our
attention as quickly as possible.
Our aim in all cases is to deal with concerns and complaints efficiently and fairly, within
a reasonable timescale and, wherever possible, to achieve a resolution which is
satisfactory to both the complainant and Future Directions CIC.
Future Directions CIC Compliments, Concerns and Complaints policy is available to all
staff, people who use our services, their representatives and external agencies. We
also have easy read complaints leaflets which are available for people who use our
services and their representatives.
Confidentiality and Data Protection
Service Users entrust us with, or allow us to gather sensitive information relating to
their person, their health and other matters as part of their seeking support.
In some circumstances, Service Users may lack the capacity to extend this trust but
this does not diminish the duty of confidence.
It is essential, if the legal requirements are to be met and the trust of Service Users
is to be retained, that we provide, and are seen to provide, a confidential service.
Caldicott Principles state that if you are considering sharing information think about:
Justify the purpose – why do you need to share the information.
Only use person-identifiable data if absolutely necessary.
Only use the minimum required personal data.
Access must be on a need-to-know basis.
Everyone with access to data needs to be aware of their responsibilities.
Everyone must comply with the law and the same principles need to be applied to
employee information and information about work colleagues.
Confidentiality
Is an essential part of support throughout social care.
Is a duty we all share.
Is part of our contractual obligation.
IT Security
Staff working in houses with computers will be asked to sign the IT Code of Conduct on
induction and issued with a username and password. The IT system will prompt the
password to be changed on first logon. Logon details should not be shared with
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anyone as staff may be held accountable for any activity taking place under their logon
details.
Data Protection – Access to Personal Information
The Data Protection Act places responsibility on all employers and service providers
who keep personal data and sensitive personal data to adopt the Data Protection
Principles as outlined in the Act, and to provide staff and Service Users with access to
certain personal information relating to them, upon written request to a Manager.
Furthermore, legislation gives staff and Service Users the right to have access to the
personal information held about them on a manual file as well. In the majority of
cases, such information is held on what is known as the Employee’s “Personnel File” or
Service User personal record. Future Directions CIC will fulfil its obligations under this
Act to the fullest extent, including ensuring that the following 8 principles governing
the processing of personal data are observed.
Personal data shall:
1. be processed fairly and lawfully;
2. be obtained only for specified and lawful purposes, and shall not be processed in
any manner incompatible with those purposes;
3. be adequate, relevant and not excessive;
4. be accurate and, where necessary, kept up to date;
5. be kept for no longer than is necessary for the purposes for which it is processed;
6. be processed in accordance with the rights of data subjects under the Act;
7. be subject to appropriate technical and organisational measures to protect
against unauthorised or unlawful processing and accidental loss, destruction or
damage;
8. not be transferred to a country or territory outside the European Economic Area
unless that country or territory ensures an adequate level of data protection.
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Dignity at Work
You have the right to be treated with dignity at all times during your employment and
you are required to conduct yourself, and treat others with whom you come into
contact during your work, in a manner which is entirely consistent with this general
principle. Any employee who believes that this elementary right has been infringed
(either by someone inside or outside of Future Directions CIC) may make a formal
complaint as outlined in Future Directions CIC’s formal policy/procedure. An employee
whose wilful and deliberate conduct is in contravention of this policy may be
disciplined, and may also, as a result of this process, be issued with a formal warning,
or be dismissed, as merited by the facts of the case.
Future Directions CIC will do its best to ensure that no employee, or anyone connected
with Future Directions CIC, and its day to day business, suffers harassment or bullying
or any other related act, omission or conduct (be it related, for example, to age,
marital status, sex, colour, race, religion, disability, sexual orientation or offending
background) which causes him/her to be alarmed or distressed including, but not
limited to the following: behaviour which is offensive, abusive, malicious, insulting or intimidating;
unjustified criticism;
punishment imposed without reasonable justification;
changes in the duties or responsibilities of the employee to the employee’s
detriment without reasonable justification and consultation.
Respecting Service User Privacy and Dignity
Future Directions CIC recognises that most interactions between staff and the people
they support demonstrate some form of dependence upon the support worker, and
obligations exist therefore to ensure that a Code of Conduct is observed which ensures
that all actions undertaken:
a) are with the express wish of the Service User;
b) are conducted in such a way that the Service User does not feel undervalued or
inadequate;
c) protect privacy and dignity;
d) promote respect between you and the Service User.
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Without limiting the extent of the Code of Conduct in any way, such protection must
be observed in relation to some of the more common activities associated with service
delivery such as: Dressing and undressing;
Bathing, washing, shaving and oral hygiene;
Toilets and continence requirements;
Medication requirements and other health related activities;
Manual handling;
Eating and meals;
Handling personal possessions and documents;
Entering the home, room, bathroom or toilet.
Domestic Abuse
Future Directions CIC is committed to supporting victims of Domestic Abuse and can,
when made aware, help individuals to access support. If you need any help with
regards to Domestic Abuse, please speak to your manager or Human Resources, in
confidence.
Driving Vehicles
Employees with a valid UK driver’s license will be expected to drive Service Users
mobility vehicles or lease vehicles as appropriate to meet Service User needs.
It is your responsibility to complete the vehicle driver application form every 12
months to evidence your fitness to drive and meet the insurance requirements of:
Having held a full UK drivers license for 1 year
Have no more than 9 penalty points
Be at least 21 years of age.
Any driver’s penalty received by you as an authorised driver whilst on work business
must be paid by you within the timescales identified on the penalty notice. Failure to
do this may result in disciplinary action.
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Any damage or accidents in vehicles whilst you are driving must be reported to your
manager if available (or local on-call manager) and recorded on the Future Directions
CIC accident/incident reporting system.
Employees are reminded that:
•
The use of hand-held mobile phones whilst driving is strictly forbidden.
•
Journeys should be planned to include sufficient breaks and stops should be
made in a safe place if feeling tired.
•
Drivers must comply with current legislation and The Highway Code.
Using Your Own Car
In order to use their own car, staff must complete a driving authorisation form and
produce their driving license, both the paper copy and the plastic card. Staff must also
produce their certificate of insurance to show they have cover for business use. Once
copies of these documents have been seen, a manager will approve you to use your
own car for 12 months and arrange for a letter to be sent to you confirming this. Staff
are then responsible for renewing this approval every 12 months.
Please note that Future Directions CIC cannot accept any liability if formal
authorisation to use your own car has not been obtained and this could lead to
disciplinary action.
Education and Training
Future Directions CIC believes that the education, training, and development of its
employees is particularly important in relation to:
a) Attracting and maintaining a workforce which is committed and able to meet the
demands of providing a quality service, at a competitive cost in a specialised and
ever-changing environment;
b) Their induction and orientation to a new place of work;
c) Keeping up to date, and abreast of new equipment, methods, and techniques
relating to their work, and updating skills, knowledge, etc, so as to enable each
and every employee to retain and improve his/her ability, efficiency, motivation,
etc;
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d) Their general development through, for example, educational courses leading to
appropriate professional certification, or non-qualification courses providing
advanced knowledge in an appropriate subject or discipline, etc.
Future Directions CIC will promote and encourage participation in education and
training programmes which are designed to meet, or will assist in meeting, the
general objectives outlined above.
The cost of all training events and opportunities will be met by Future Directions
CIC, unless special circumstances prevail, in which case you will be advised.
However, employees failing to attend training or cancelling training less than 7
days prior to the training event will be charged for the training. The cost of
training will be advised on the training e-mail and subsequent confirmation.
Future Directions CIC may not always pay for employees’ time to attend training
or complete work for training courses. However, this will be specified on the
relevant training program.
A full day of training will be allocated at 6 hours unless the course is stipulated as
being longer in the advertised time. Half day training sessions will be allocated
as 3 hours unless the length of the course is specified as being longer. Staff will
not be paid for breaks in training courses.
If staff are unable to attend a training course for any reason, they should notify
Marle House as soon as possible to let them know that they will not be attending
and the reason why. Failure to do this may result in formal action and staff may
be charged for the cost of the training as a result.
Training and Education courses and learning opportunities can be undertaken in
a variety of ways and at a variety of venues. Examples of this are:
Classroom based learning;
Shadowing;
Peer Support;
1:1 Job Consultation;
Mentoring by a more experienced worker;
Internet Research;
Observation;
Project Work;
Online learning and e-learning;
Workplace Learning and Development
Employee Discipline
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e) Formal Qualifications: Future Directions CIC may support staff to gain a formal
qualification, i.e. Diploma, Degree, Masters etc. Consideration for such a course
is through an application process and may also involve an interview. Where
attendance is agreed and the full cost is borne by Future Directions CIC and the
staff member then leaves our employment, Future Directions CIC may seek to
reclaim the full or a proportion of the overall cost of the training. (Details are
provided within the course application form.)
Employee Discipline
Every organisation depends upon its employees to carry out its instructions and abide
by acceptable and established rules of conduct and behaviour.
In situations where it is alleged that an employee has fallen below the minimum
standards of conduct and behaviour, then some action must be taken. Fortunately, on
many occasions, pointing out what has caused offence, discussing this with the
employee concerned, in private, and in a constructive manner, may be all that is
necessary.
There will be instances, however, where such informal counselling, coaching or advice
does not change the employee’s behaviour, or a more serious breach of discipline may
be alleged.
It is in these circumstances where more formal disciplinary action may need to be
taken.
Where this is the case, then to ensure consistency and fairness, such action needs to
be undertaken within a general framework. This framework is the disciplinary
procedure, and applies to all employees of Future Directions CIC without bias, favour
or discrimination.
All formal disciplinary action will be considered and undertaken within the following
principles:
All employees will be made aware of the type of misconduct which may lead to
formal disciplinary action;
All disciplinary matters will be dealt with as quickly as possible;
Employees will be advised of the nature of the allegations;
No disciplinary action will be taken until all allegations have been investigated;
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At all stages of the procedure employees will be given the opportunity to explain
their case fully, usually at a formal disciplinary hearing. The employee will also
have the right to submit any documentation which they wish to be considered;
The employee will normally be given at least 7 calendar days written notice of
any such hearing. In exceptional circumstances, such as an employee’s refusal to
attend a formal disciplinary interview, the matter may be considered in their
absence;
Except in cases of Gross Misconduct, no employee will be dismissed for a first
breach of discipline;
Employees will have the right to be accompanied;
Employees will have the right to appeal against a written warning or dismissal.
Employee Grievances
Future Directions CIC recognises that you may, from time to time, have problems,
dissatisfactions or concerns directly connected with your work and you will benefit
from a speedy and reliable process for resolving these issues. Our grievance process
aims to resolve problem areas quickly and fairly and at the lowest level possible at
which the matter can be resolved. Please refer to the Grievance Procedure for more
information.
Employment Status
Employees of Future Directions CIC are either permanent or temporary, and full or
part-time. A permanent employee is an employee whose term of employment is of
unspecified duration. A temporary employee is an employee whose period of
employment is expected to come to an end within (usually) a specified time.
Such employees may also be referred to as “fixed term” employees. A full time
employee of Future Directions CIC is an employee who is contracted to work a
minimum of 37.5 hours each week. A part-time employee is an employee who is
contracted to work a lesser amount of contracted weekly hours. Whilst these are
usually worked each week, the hours can be averaged over a period of up to 8 weeks
(in line with working time directives but usually this will be managed over a month) to
effectively manage service delivery and Service User need.
Note:
The Working Time Regulations of 1998 impose an obligation on Future Directions CIC
to ensure that you do not work more than an average of 48 hours per week.
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Future Directions will request that you formally opt-out of this provision, and if you
agree to do so, the 48-hour limit will not be applicable to your employment. Future
Directions CIC impose a restriction on the amount of hours it allows staff to work in a
working week of 52 hours per week. This is seen as good practice and all employees
must adhere to this restriction. Failure to do this may result in employees being
stopped from working any additional hours.
You may terminate the opt-out by giving not less than three months' notice. If at any
time there is no opting-out contract in force under the regulations (such as where you
have terminated it by notice) you must not undertake other work which would result
in your working more than an average of 48 hours per week.
Employee Responsibilities
Future Directions expects all employees to provide services in line with our Guiding
Principles. Which are, all employees will:
be trained in personalisation and person centred ways of working;
behave in a person centred way in delivering services to individuals, their
families/carers and their work colleagues.
support people with the same respect they would want for themselves or a
member of their family;
be guests in Service User’s, their family/carer’s homes, and always act as such
when undertaking their support roles;
be clean, polite and deliver support services identified for each individual they
support;
provide opportunities to individuals who use services to engage with their
communities and people who live there;
support individuals to maintain their finances, ensuring they are supported to
access appropriate finances through work, grants and benefits, whilst supporting
them to manage and achieve value for money with purchases and expenses;
maintain and follow all policy and procedures related to confidentiality and data
protection;
maintain accurate records;
provide ‘just enough support’, promoting independence for individuals they
support at all times;
adhere to and follow dignity at work and dress code;
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ensure they are familiar and undertake their responsibilities in highlighting and
reporting safeguarding issues appropriately.
Your conduct, either in the manner in which you dress for work, undertake your
individual duties and responsibilities, or the way in which you relate to your
colleagues, customers, suppliers, etc is of critical importance in determining the image,
reputation and ultimately the success of Future Directions CIC.
You are required, for example:
to conduct yourself at all times in a cordial, respectful and courteous manner.
This applies to all relationships at work, and therefore includes all work
colleagues, customers, suppliers, complainants, etc;
to be punctual; to attend for work when and where expected, and to devote
your whole time, attention and abilities to your duties whilst at work (including
working between different work areas as directed/rostered);
to take reasonable care of your own health and safety and of other persons who
may be affected by your acts or omissions at work, and to co-operate with
Future Directions CIC, or any authorised person, in ensuring that requirements or
duties imposed by the relevant statutory provisions governing Health and Safety
at Work are complied with;
to not at any time during your employment engage or become interested in any
trade, business or occupation which in any way conflicts with Future Directions
CIC's interests and activities;
to be knowledgeable about the rules, policies and procedures of Future
Directions CIC, in so far as they impact upon you and your work, and to adhere to
all of the requirements laid down;
to accept authority, and to follow legitimate and lawful instructions given to you;
to protect company property and to report any damage without delay;
to treat Future Directions CIC’s confidential information as strictly private and
confidential at all times;
to dress appropriately. The way in which we dress and our general appearance
reflects not only our personal image and standards but inevitably reflect also
upon the image that people have of Future Directions CIC and of the
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products/services we provide. Extreme styles or fashions that inappropriately call
attention to the wearer and detract from a sensible, professional, business-like
image are totally undesirable and may result in a reasonable request for
moderation.
Equal Opportunities
Equality of opportunity:
extends to all matters relating to employment, including recruitment,
performance appraisal reviews, training needs assessment, assessment for
promotion, disciplinary action, pay reviews, terms and conditions, grievances,
etc.
covers all employees, or potential employees, and embraces the principle that all
people shall be treated equally, regardless of their age, gender, race, ethnic
origin, nationality, colour, religious persuasion or belief, cultural or linguistic
background, marital status, sexual orientation, disability, or offending
background unless unequal, or different treatment can be shown to be justified
and is appropriate.
As a matter of principle, equality in opportunity and treatment applies equally to
suppliers, customers and others directly associated with the conduct of business. It is
Future Directions CIC’s clear objective and policy to embrace all of the principles of
“equality of opportunity” described above, and to follow the requirements of the
Equality Act 2010.
Flexible Working
Future Directions CIC recognises the benefits which accrue from having employment
policies which support the obligations inherent in raising a family, and will meet its
statutory obligations in full.
In addition to providing statutory leave and pay (for a variety of purposes, such as
maternity, adoption etc.) Future Directions CIC will consider requests from eligible
employees to vary their working hours (also known as flexible working) in order to care
for a child, or children, or an adult.
Please refer to Future Directions CIC’s special Leave and Flexible Working Policy for
more details of how to apply.
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Health and Safety
Future Directions CIC fully accepts its responsibilities under the Health and Safety at
Work etc. Act 1974 & Regulations 1999 and will maintain a Health and Safety Policy
Statement which will be reviewed annually or when circumstances change. You will be
made aware of the contents of this statement upon taking up employment and further
explanation and training will be given as appropriate. There will be consultation with
all employees with regard to any amendment or variation of all or any part of the
statement. Future Directions CIC aims:
to provide adequate control of the health and safety risks arising from its
activities;
to consult with employees on matters affecting their health and safety;
to provide and maintain safe equipment;
to ensure safe handling and use of substances;
to provide information, instruction and supervision for employees;
to ensure all employees are competent to do their tasks, and to give them
adequate training;
to prevent accidents and cases of work-related ill-health;
to maintain safe and healthy working conditions; and
to review and revise the policy at regular intervals.
You have a duty to take reasonable care for your own health and safety and that of
others who may be affected by what you do or do not do and you also have a duty to
co-operate with Future Directions CIC on health and safety requirements, rules, etc.,
and to follow instructions and guidelines. This includes infection control, food hygiene,
hand washing protocols and practices.
Health and Safety Assessment
Before Future Directions CIC commence provision of service, we will undertake a
health and safety assessment of the Service User’s home in order to identify any
specific hazards which may be present, and which may present a risk to your health,
safety or welfare. Where hazards are identified, a risk assessment will be completed
and where necessary, advice given as to correction and maintenance. Future
Directions CIC will not permit staff to engage in any activity where a hazard is present
and the risk has not been eliminated or reduced to an acceptable level. In some
instances, this may require service to be withheld or suspended. You are required to
be vigilant at all times regarding health and safety matters and to report any situation,
incident or occurrence which causes you concern to your Manager.
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Handling Service User’s Money
Future Direction CIC aims to promote and maintain the independence of Service Users
in all aspects relating to the care and services they receive and believes that control of
money matters is a key element of independence.
Service Users are therefore actively encouraged to take control of all aspects of their
financial affairs, thus avoiding over-dependence on others, even in minor ways. There
will be instances, however, when support is needed, and given, and it is in these
situations in particular where Future Directions CIC ensures that simple good practices
are implemented and observed, so as to promote trust and avoid disputes,
misunderstanding or suspicion.
Details of the handling of Service User money can be found in the Finance Procedure.
Homeworking
Future Directions CIC recognises that there may, on occasion, be benefits for both
employees and Future Directions CIC in providing eligible employees with the benefit
of homeworking for all, or part of their contracted hours each week.
All applications for homeworking from eligible employees will be seriously considered
according to criteria which fully reflect Future Directions CIC’s operations, needs and
priorities.
Homeworking must be agreed with your Line Manager prior to being undertaken.
Identity Cards
All staff are supplied with an identity card which they must sign on receipt. Staff are
required to have their ID card with them when at work or whilst undertaking any work
related business.
Staff ID cards must be shown to users of the service and managers on request.
Induction
Future Directions CIC believes it is essential that you receive a comprehensive and
organised induction to your new place of work. This belief stems particularly from an
appreciation of the problems that can arise (such as accidents, mistakes, absenteeism,
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high staff turnover, etc) if you are not fully acquainted with your work situation, your
colleagues, important rules and so on, and the benefits that can be obtained through
adequate preparation and instruction (such as improved satisfaction, motivation and
performance). You will therefore receive an organised introduction to your job and
your new environment.
Information and Consultation
Future Directions CIC accepts and abides by its responsibilities under the Information
and Consultation regulations and has independently undertaken to inform and consult
with employees on business matters which affect their employment.
Itemised Pay Statement
All staff will be paid monthly by BACS transfer directly into their bank accounts.
Pay slips are distributed each month via the office at Marle House.
Any queries regarding pay should be directed to the Payroll department on the
number shown on your payslip.
Job Security
Future Directions CIC recognises the importance of its employees and will make every
effort to protect the security of all employment. However, Future Directions CIC is
required to conduct its business efficiently and economically at all times. Therefore, if
the activity of Future Directions CIC is below that for which we are staffed over a
sustained period, this will be a matter of concern.
Should such a situation arise then the utmost priority will be given to identifying the
ways and means by which the balance can be restored without loss of employment. If
this proves ultimately not to be possible then Redundancy/Redeployment may have to
be implemented as a last resort.
In such circumstances, Future Directions CIC may implement its
Redundancy/Redeployment procedure, which outlines its policies regarding
consultation, selection, appeal processes, and statutory compensation payments.
Key Holder (Supported Living Homes only)
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This refers to a staff member designated as responsible for the safe keeping of the
medicines and cash keys. They would be identified within the 24 Hour Report Book. In
most cases this would be a designated Personal Assistant who is usually on the
sleepover or night shift. Where there is more than one Personal Assistant on duty and
one of them is a designated key holder, this person remains responsible for contacting
a manager/on-call person should there be any problems, queries or concerns related
to a Service User(s), the running of the home or delivery of service.
Leave of Absence for Public Duties
Future Directions CIC recognises that some of its employees may, at some time,
require time off from work to perform specified public duties. Such duties may
include, for example, acting as Justice of the Peace, or as a Member of a Local
Authority, or some other duty, and Future Directions CIC will observe its statutory
responsibilities in relation to the approval of such leave. The relevant policy for this is
the Special Leave and Flexible Working Policy.
Meals (Supported Living Homes only)
Where you are required to work through a normal mealtime, you will normally share a
meal with Service User(s). However, if you come on shift immediately before a meal,
you should eat at home before your shift. If you will be ending your shift immediately
after a meal, you should eat at home after your shift. If you do not want to eat what
the Service User(s) are eating, you should bring your own meal. If you wish to snack
between meals, you should provide your own snacks.
Medical Appointments
Future Directions CIC understands that there will be occasions when an employee
needs to attend an appointment at Hospital, or Doctor’s Surgery, for treatment, or for
tests or consultations and such appointments are essential for the health and wellbeing of the employee. Although there is no generally recognised right for an
employee to be granted time off, or to be paid for medical appointments, Future
Directions CIC accepts that good employment practice requires that some
consideration should be given.
Future Directions CIC will therefore support all employees to attend medical
appointments, where necessary and unavoidable by the most appropriate measure
that does not impact on service delivery. Employees must notify their manager as
soon as possible after receiving their appointment and provide a copy of their
notification letter. Their manager will agree one of the following:
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Arranging their off duty hours to facilitate their attendance;
Agreeing rota changes where appropriate;
Granting holiday leave;
Granting unpaid leave;
If any employee is suspected of abusing this process, they may be the subject of
disciplinary investigation and penalty, which, in serious or repeated cases, may include
dismissal.
Medicine Administration
Many of the Service Users that Future Directions CIC supports are prescribed
medication to take either regularly, or on an occasional basis, in order to maintain or
improve their health. The taking of medicines will form part of the initial needs
assessment, and a decision taken as to whether the Service User wishes Future
Directions CIC, and its staff, to participate in any way in the process of administering
medicines to the Service User.
Future Directions CIC will always try to encourage and maintain the Service User’s
independence, through the Service User’s own self-administration of medicines, but
will support them as needed when this has been agreed as part of the Service User’s
Personal Support Plan.
Where Future Directions CIC staff support Service Users with their medication, it will
be undertaken within Future Directions CIC’s procedure on the administration of
medicines.
Any deviation from the procedures laid down may lead to disciplinary action. Staff
should seek advice on any matter of concern either to you or the Service User from
your Manager or On-Call Manager. Future Directions CIC and its staff will co-operate
with other members of the community team, in relation to individuals’ medication,
and may share relevant information with them, unless the individual has specifically
asked us not to.
Mobile Phones
All staff are required to switch off their mobile phones whilst they are at work. If you
need to keep your phone switched on in exceptional circumstances for emergency
contact reasons, this must be agreed with your line manager.
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Mobile Phones in Cars
Phones in cars can have many benefits. They provide security and help in an
emergency. However they are distracting if used when driving, and this increases the
risk of an accident. Future Directions CIC believes that on balance, it is unsafe to use a
mobile phone (or similar equipment or device, for any purpose) whilst driving and
expressly forbids such activity during the course of employment, except in a genuine
emergency.
People Moving and Handling
Manual handling of people, (lifting, supporting, carrying, pushing and pulling by bodily
force) is one of the most common activities within domiciliary care, supported living
and registered care without nursing and one which, the Health and Safety Executive
(HSE) believes, results in substantial injuries each year.
The Manual Handling Operations Regulations 1992 have established certain principles
which care providers should follow, such as:
To avoid the manual handling activities where it is reasonable practicable to do
so; and, where it is not,
To assess the risk and take appropriate steps to reduce it so far as is reasonably
practical.
Pensions
Future Directions CIC provides access to a stakeholder pension and staff will
automatically be enrolled into it on commencement of their employment, unless an
opt out form is completed. These are available from Marle House. For full details of the
scheme, please contact the HR Department.
Future Directions CIC contributes to the scheme, matching employee contributions up
to 3%.
Performance
Future Directions CIC will at all times endeavour to ensure that you achieve and
maintain a high standard of performance in your work.
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Future Directions CIC will ensure that standards are established, performance is
monitored and that you are given appropriate training and support, where necessary,
to meet these standards. Where an employee falls below the standards expected, and
such under-performance is a matter of concern, then the underlying reasons will be
investigated and improvement sought.
If, after a reasonable period of time, the employee is unable to perform to the
required standards, and further training or re-deployment is not a viable option, then
the employee may be dismissed on the grounds of capability.
For further details on this process, please refer to the Performance Improvement
Policy.
Probation
In most instances, the most contact you will have had with Future Directions CIC, prior
to entering into employment, will have been the relatively short time spent at
interview, meeting other employees informally, etc.
On appointment, each employee will undertake a twelve month probationary period
to assess suitability in the role. When this is successfully completed, the appointment
will be confirmed. To assist this process, each new employee will undergo a number of
progress reports to raise any concerns, identify additional support required and enable
the new starter to ask any questions.
During the probationary period, the employment contract may be terminated by either
party giving one week’s notice to the other, unless the termination is for gross
misconduct, when notice may not be given.
The probationary period may be extended in certain circumstances, the reasons for
which will be made clear to the employee.
Protection from Abuse and Safeguarding
Abuse is defined as:
“A single or repeated act or lack of appropriate action occurring within any relationship
where there is an expectation of trust, which causes harm or distress.”
Safeguarding is everyone’s responsibility and all staff who, during the course of their
employment, have direct or indirect contact with vulnerable adults, children or families
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or who have access to information about them, have a responsibility to safeguard and
promote their welfare.
Future Directions CIC is committed to ensuring that no act or omission on the part of
the company or that of its staff puts a vulnerable adult or child at risk and that systems
are in place to proactively safeguard and promote their welfare.
All staff will receive the necessary training and support on commencing employment in
order to fulfill their obligations and also be made aware of who the safeguarding lead
for the company is.
Future Directions CIC is committed to preventing the abuse of Service Users. It will
strive to achieve this by:
Promoting a strong and identifiable culture of respect and valuing people;
Ensuring that thorough and systematic recruitment practices are followed
including that references are taken up for all staff and that all checking
procedures are used, particularly the disclosure process;
Encouraging the role of the advocate for Service Users. Service Users who have
no relatives or friends to act as advocates should be encouraged to have an
independent advocate who will act as spokesperson for the Service User and
participate in support reviews as necessary;
Recognising the fundamental rights of Service Users to privacy, dignity,
maintenance of self-esteem and fulfilment, choice, recognition of diversity,
individuality and independence, together with the maintenance of their rights as
citizens;
Making relatives and advocates aware of the Future Directions CIC’s Complaints
Procedure and encouraging them to comment upon the care received by Service
Users and to participate in reviews of support;
Committing to Quality Assurance and regular Quality Reviews;
Ensuring that training is provided on the types of abuse, recognising and
preventing abuse and that such training is available to you;
Taking action whenever there is suspicion that abuse has occurred.
Utilising management systems which support and supervise employees in their
work and facilitate good communications;
Encouraging an atmosphere where employees feel able to discuss and therefore
prevent the development of potentially abusive situations.
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Ensuring that induction procedures for employees include the prevention of
abuse of Service Users;
Giving Service Users a copy of the Future Directions CIC’s Complaints Procedure
upon commencement of support and ensuring that they understand how to use
the procedure;
Encouraging Service Users, their relatives or advocates to participate in reviews
of care and to comment on support received.
Following local safeguarding procedures to report instances of abuse/possible
abuse to the local authority and the Care Quality Commission.
Records
In accordance with good practice, and the essential standards of quality and safety
(Health and Social Care Act 2008) March 2010, Future Directions CIC will introduce into
each home where support is provided, a procedure for recording key events and
activities associated with that support. The Service User Record contains information
on:
Name of the Service User;
The support required by the Service User;
Daily note of every day, with a description of the services provided;
Assistance with medication and other requests for assistance and support
including the action taken;
Financial transactions undertaken on behalf of the Service User;
Details of any changes in the Service User’s circumstances, health, physical
condition and support needs;
Any accident however minor to the Service User, staff member or visitors;
Any other untoward incidents;
Any other information which would assist other staff to ensure consistency in the
provision of support.
Service Users have access to the records in their home. These records are kept in the
home in a secure place.
A Service User (or their relatives or representative) may refuse to have records kept in
their home. In such cases the refusal must be in writing, dated and signed, and this
statement will be kept on the personal file of the Service User in Future Directions
CIC’s offices.
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Recruitment
Future Directions CIC will recruit for employment only those individuals who are legally
permitted to work in the UK and who can show the requisite level of education,
qualifications, experience and aptitude, appropriate to the work they are required to
undertake, and will not discriminate, unlawfully, in the provision of employment
opportunities.
The recruitment process inevitably involves the collection of personal information (and
sensitive data) which is subject to the standards imposed under Data Protection
Legislation and Codes of Practice. Future Directions CIC commits to protect and keep
secure all personal data, to process it in accordance with the regulations, and to allow
subject access requests when required.
This recruitment procedure must be followed at all times, and applies to everyone
employed, without exception. Conduct which is contrary to the spirit, intentions and
purpose of this policy will be subject to disciplinary action, which could lead to
dismissal.
Smoking at Work
Smoking is both an acknowledged health hazard and a potential fire hazard. In order to
safeguard the health and well-being of employees, visitors and Service Users and to
comply with the law, smoking is not allowed on or in any part of Future Directions CIC’s
premises, yards, grounds or vehicles. The penalties and fines for the smoke-free
offences set out in the Health Act 2006 are:
Smoking in a smoke-free premises or vehicle: a fixed penalty notice of £50
(discounted to £30 if paid within 15 days from the issue of a notice) or a fine by a
court not exceeding level 1 on the standard scale (up to £200). Future Directions
CIC will not pay fines levied on employees for contravening this rule in any
circumstances;
Failure to display no smoking signs in smoke-free premises and vehicles as
required by the new law: a fixed penalty notice of £200 (discounted to £150 if
paid within 15 days from the issue of a notice) or a fine by a court not exceeding
level 3 on the standard scale (up to £1000);
Failing to prevent smoking in a smoke-free premises or vehicle: a fine by a court
not exceeding level 4 on the standard scale (up to £2500).
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In addition to the fines which may be imposed by the Inspectorate, contravention of
these rules by employees will result in automatic disciplinary action which may,
ultimately, result in dismissal.
Staff are expected to respect service user wishes regarding smoking when supporting
them and to be aware of the importance of maintaining a positive public perception of
our service whilst out in the community.
When supporting Service Users in their homes or communities, staff are also expected
to follow the above guidance when using electronic cigarettes.
Social Media
Under no circumstances must any Service User or staff information be discussed or
shared over the internet. In addition, any derogatory remarks made about staff may be
considered as bullying and will be dealt with accordingly. Likewise, any derogatory
remarks made about Future Directions CIC may be treated as misconduct. Staff in
breach of these rules/procedures will face formal action.
Solicitations and Gifts
All employees have a personal duty and obligation to ensure that neither they, nor
Future Directions CIC, may legitimately face charges or allegations of malpractice or
corruption in their business dealings. All staff are also required to comply with Future
Directions CIC’s policy and code of practice regarding solicitations and gifts.
If you are in any doubt, please consult your Team Manager/Operational Network
Manager or On-Call Manager out of hours.
Special Leave
You may be permitted to take a reasonable amount of time off, unpaid, during working
hours in order to take action which is necessary:
a) to provide assistance when a dependant falls ill, gives birth, is injured or
assaulted;
b) to make arrangements for the provision of care for a dependant who is ill or
injured;
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c) in consequence of the death of a dependant;
d) because of the unexpected disruption or termination of arrangements for the
care of a dependant; or
e) to deal with an incident involving your child or dependant which occurs
unexpectedly in a period during which an educational establishment that they
attend is responsible for him.
You are required to inform Future Directions CIC as soon as is reasonably practical of
the reason for absence, and where possible, how long the absence is likely to be for.
Sick Pay
Future Directions CIC commits to providing an Occupational Sick Pay scheme as
follows, to assist employees when they are away from work ill:
During probationary period
SSP only (if entitled)
Up to 2 years
1 month full pay followed by 1 month half pay
Over 2 years
2 months full pay followed by 1 month half pay
Future Directions CIC do not pay Occupational sick pay for the first 3 days of any
sickness.
Substance Abuse
Future Directions CIC recognises its duty and obligations to take reasonable steps to
ensure that you are not under the influence of alcohol, drugs, or any other “substance”
at work which may pose a risk to your health and safety, or the health and safety of
Service Users and others, or damage property, damage the integrity and reputation of
Future Directions CIC in the eyes of stakeholders, e.g. employees, customers, suppliers,
outside bodies.
Although each case is to be judged according to its own circumstances, (and dismissal
from employment could be the outcome for improper substance use, even for a first
offence and where the outcomes may have been particularly serious), most cases will
be handled, in the first instance, via a combination of disciplinary and health related
measures.
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Repeated offences however will be the subject of further disciplinary action which may
lead to dismissal.
Time Owing
Staff may accrue Time Owing for agreeing to undertake extra duties above their
contracted/rota’d weekly hours to cover unexpected changes in service need, staff
shortages or to attend meetings/training as agreed by a manager with the staff
member.
The time worked above your contracted hours/rota’d hours must be recorded on the
staff member’s time owing record by the staff member detailing the manager who
authorised the Time Owing.
Time Owing accrued must not exceed 20 hours and must be reduced as soon as
practically possible in consultation with your Team Manager or Operational Network
Manager in their absence. Time Owing recorded will be checked monthly by Team
Managers and signed to agree the accrued hours.
Time Sheets
Every staff member is responsible for completing a monthly staffing return which
details the dates and hours they have worked and identifies any absences and leave
taken. Staff failing to complete their monthly time sheet or falsely declaring the dates
and hours worked may have their pay stopped or deducted and/or face disciplinary
proceedings.
Trade Union Membership
Future Directions CIC recognises Unison and RCN (Royal College of Nursing) and
actively works in partnership with these Trade Unions. Details of how to join will be
provided on request. Contact details for current union representatives are available
from Marle House on request. Or contact:
UNISON on Tel: 01254 821 702 or go to
www.unison.org.uk/for-members/joiningunison/
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RCN on Tel: 0345 772 6100 or go to:
www.rcn.org.uk/membership/join
Use of Email and the Internet
You are encouraged, consistent with your job duties and responsibilities, to make the
best use of email and the internet at work as a fast and reliable method of
communication with significant advantages for business. You need to be careful
however not to expose both yourself and Future Directions CIC to certain risks and
offences that the misuse of these facilities can cause.
Use of Telephones
Future Directions CIC’s telephones, mail, scanning and photocopying facilities are
provided for business purposes. You must not use any of the above for personal use
as this may lead to disciplinary action which could lead to dismissal.
Telephones in people’s homes
Staff must not use telephones in people’s homes for personal use and will only use or
answer telephones in people’s homes if this has been agreed with the individual
concerned and is for their support/benefit. Staff must be courteous when answering
the telephone and should ensure they do so in a polite manner and introduce
themselves, e.g. Good morning, this is Joanne Jones speaking.
Whistleblowing
Future Directions CIC takes allegations of wrongdoing, or malpractice (in any form)
very seriously and therefore seeks to ensure that employees, acting in good faith, who
genuinely believe that wrongdoing is evident, are able to disclose the information
without fear of detriment or victimisation, and in confidence. You are encouraged to
be open about your concerns, and to express them at the earliest opportunity.
Future Directions CIC has a Whistleblowing phone line where staff can raise any
concerns about wrongdoing at work anonymously by leaving a message on the
voicemail. All concerns are passed to a senior manager to be investigated. The
number for this phone line is 07791 505 930.
For further information, please refer to the Whistleblowing Policy.
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Working Parents
Future Directions CIC recognises the benefits which accrue from having employment
policies which support the obligations inherent in raising a family, and will meet its
Statutory obligations in full in respect of the following:Leave
Pay
Maternity 26 Weeks Ordinary
Leave
26 Weeks Additional
Adoption
Leave
Statutory Maternity Pay (SMP)
(or Maternity Allowance if you
do not qualify for SMP)
Statutory Adoption Pay (SAP)
As above
Maternity 2 Weeks
Statutory Paternity Pay (SPP)
Support
Leave
Up to 13 weeks for each Unpaid
Parental
child (18 if child is entitled
Leave
to a disability living
allowance)
39 Weeks
39 Weeks
2 Weeks
There are eligibility rules in respect of every entitlement. Refer to the Maternity Leave
and Pay Policy for more information.
Written Statement of Particulars of Employment
All employees of Future Directions CIC are entitled to receive a Written Statement of
Particulars of their employment provided that their employment lasts for one month
or more.
The written statement will cover:
the names of the employer and the employee;
the date when the employment (and the period of continuous employment)
began;
remuneration and the intervals at which it is to be paid;
hours of work;
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holiday entitlement;
entitlement to sick leave, including any entitlement to sick pay;
pensions and pension schemes;
the entitlement of employer and employee to notice of termination;
job title or a brief job description;
where it is not permanent, the period for which the employment is expected to
continue or, if it is for a fixed term, the date when it is to end.
either the place of work or, if the employee is required or allowed to work in
more than one location, an indication of this and of the employer's address; and
details of the existence of any relevant collective agreements which directly
affect the terms and conditions of the employee's employment - including,
where the employer is not a party, the persons by whom they were made.
The statement will also include a note giving certain details of Future Directions CIC’s
disciplinary and grievance procedures. All Written Statements will be provided to
employees within the first two months of their employment.
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