This webpage will be regularly reviewed to ensure it is as up-to-date as possible.

Annual Leave and Bank Holiday Policy (HR001)

The purpose of this policy is to provide managers and employees with guidance on the application and management of all annual leave and bank holiday entitlements to ensure that all staff take adequate rest away from work whilst maintaining the needs of the service.

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Appraisal, Objectives & Performance Review (including pay progression) Policy (HR002)

This policy sets out the ICB’s approach to performance review, talent management and pay progression.  It is designed to give an overall statement of intent.

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Apprenticeship Policy (HR003)

This policy framework underpins the implementation of our apprenticeships approach in the ICB.

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Attendance Management Policy (HR004)

This policy sets out the ICB’s approach to the management of sickness absence to enable it to operate effectively and actions to support employees to attend work regularly and to ensure that they are treated in a consistent, fair and sympathetic manner.

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Bullying and Harassment Policy (HR005)

The aim of this policy is to protect employees from bullying or harassment and to enable staff, if necessary, to make a complaint or to assist in an investigation without fear of reprisal.

 

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Disciplinary Policy (HR006)

The aim of this policy is to help correct inappropriate behaviour or conduct in a fair and consistent manner.

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Equality and Diversity Policy (HR007)

The promotion of equality and diversity will be actively pursued through this and other ICB policies to ensure that employees receive fair, equitable and consistent treatment and ensure that employees, and potential employees, are not subject to direct or indirect discrimination.

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Family Leave Policy (HR008)

The purpose of this policy is to provide managers and employees with information and guidance about entitlements to maternity, paternity, parental and adoption leave relating to conditions of service, and to provide the basis for a clear understanding of the nature and period of leave, paid and unpaid, that will apply in particular circumstances.

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Flexible Working and Special Leave Policy (HR009)

The purpose of this policy is to highlight the options available for managers and staff to consider when trying to achieve the right work life balance for a staff member. Consideration must always be given to the service needs and those of colleagues so that the ICB achieves a solution which supports staff whilst ensuring the ICBs functions are maintained and objectives achieved.

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Grievance and Disputes Policy (HR010)

The aim of this policy is to promote a working environment that is harmonious with the best possible relations between management and staff by providing an opportunity for the consistent, fair and efficient resolution of grievances as they affect members of staff. This policy will provide a framework which will allow employees, individually or collectively, to raise concerns in an open and fair way, ensuring they can be resolved as quickly as possible and at the lowest possible level.

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Long Service Award Policy (HR011)

The policy sets out the eligibility and procedure for recognising staff who have reached a certain service ‘milestone’ by providing a system of awards for long service, achieved whilst still in service with the ICB.

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Organisational Change Policy (HR012)

The purpose of this policy is to set out the ICB’s approach to the management of organisational change and the procedures that should be followed by managers wishing to implement major change.

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Page last updated 13 October 2022