uws policy and procedure update dec 2013
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Department of Human ResourcesEmployee Relations Team
Policy andProcedure
UpdateDecember 2013
WWW.UWS.AC.UKThis leaflet is available from HR in other formats
Grievance Resolution Policy & ProcedureHow has the process for hearing grievances changed? • Now promotes an informal approach to resolving problems using one to one meetings without formal minutes. • Highlights alternative approaches to problem solving, such as mediation with the focus on trying to achieve a resolution. • Has a shorter formal process with two formal stages rather than three. • Encourages a self-reflective, constructive approach through the completion of standard forms to register formal grievances or appeals.• Promotes a supportive working environment in which staff relate to each other in a professional way, in line with University values.• Acknowledges the importance or re-establishing working relationships as part of resolution.
To access the Policy please click here
Organisational Change Policy Revisions have been made to promote good practice particularly in relation to communication and involvement including the points noted below. This policy has been revised as part of our ongoing review programme and not in response to or anticipation of, any particular developments in relation to staffing.
• Discussion to take place on organisational change as soon as is reasonable and prior to the formation of change proposals.
• Commitment to early communication of relevant issues that could result in organisational change through P&DR meetings with individual staff and through broader planning processes such as Department and School meetings.
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Promoting Positive Mental Health & Wellbeing Policy The policy takes a broader and more proactive approach to promoting and supporting positive mental health and wellbeing, reflecting the University values and supporting Healthy Working Lives.
The policy specifies:• The responsibility of Managers to support their staff by providing an environment in which employees are treated with Dignity and Respect and by identifying sources of stress and seeking to prevent, control and reduce it.• The responsibility of each employee to look after their own mental and physical health and increase their awareness of how to maintain wellbeing. • Encouragement to seek support for colleagues who may be experiencing stress or mental ill health difficulties which impacts on their work.
• Inclusion of web links to various self-help materials and web sites on mental health, stress and wellbeing.• Access to the Employee Counselling Service on an anonymous self referral basis.
To access the Policy Please click here
Employee Counselling Service ECS provides staff with an external source of support. Staff can self-refer to this service. Information about individuals is never passed on to on UWS by ECS and the strictest confidentiality is observed at all times.
• Employee Counselling Service offers independent, free, confidential, structured counselling by appointment. This can be over the telephone, by Skype or face to face in Paisley, Hamilton, Irvine and Kilmarnock.
• Employees can self-refer directly to ECS using the information below or if you prefer you can approach HR or Occupational Health for referral.
• Support is also available for managers who are dealing with sensitive problems.
• A confidential helpline to give immediate support, advice and information to employees operates 24 hours a day, every day.
• Self-help information is available on the website.
• Employee Counselling Service offers counselling for problems including: Stress Family or relationship problems Harassment or bullying at work Bereavement Anxiety and depression Post traumatic stress Alcohol or drug related problems Excessive gambling Critical Incident Debrief
HELPLINE 0800 389 7851 APPOINTMENTS 0800 435 768 Visit the website www.empcs.org.uk
UWS Employee Login Username: uniws Password: emp198
Childcare Vouchers The scheme enables eligible staff with parental responsibilities to make tax and national insurance savings on approved childcare costs through a salary sacrifice arrangement. This covers children up to age 15 (age 16 if disabled). Have you checked if you could benefit from this?Contact Sheila Ross for further information or with any queries.
To access the scheme please click here
Out-of-hours school clubs Elements of Independent school fees
Holiday day camps Sporting activities
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HR Policy Through joint working with our Trade Union Representatives, the Employee Relations Team develop and review HR policy to promote good practice. Employee relations can provide a briefing on the policies either to individual employees or to schools and departments.
Don’t hesitate to contact us or your HR Adviser for more information.
HR Employee Relations Team
Susan Paton Depute Directorext: 3689email: [email protected]
Sheila Ross HR Adviserext: 3691email: [email protected]
Rhona Wilson, Secretary to Depute Director & Assistant Directorsext: 3299email: [email protected]