You should comply with all Grace Eyre policies and procedures. These are accessible on the staff shared drive and Grace Eyre website. Policies and procedures are for guidance only and do not form part of your contract of employment.
You can scroll though all our policies which are split into seven areas:
If your conduct or performance falls short of required standards, your manager will discuss this with you and set target for improvement.
If the issue is serious or where the methods described above have not been successful, the disciplinary procedure may be used. Where staff appear to be at fault in some way, rather than a lack of capability to do the work adequately, the disciplinary procedure is intended to set you onto the right track and prevent further misconduct.
If you are unhappy about an issue, which directly affects you, please seek to resolve the matter through discussion with your manager. If this does not result in a solution or if you consider the behaviour of your manager is the source of the problem. Please refer to Disciplinary and Grievance policy HR04.
Where staff appear to lack the skills and aptitude (i.e. the capability) needed in their work, we will use the Capability Procedure to assist the individual to achieve the required standard. Please refer to Dealing with Poor Performance Capability policy HR03.
Occasionally, underperformance can be related to either frequent or long-term absences from work; this is also dealt with under this policy. This will involve clarifying where performance is inadequate and setting targets offering additional training, providing a mentor, coaching and additional support plus giving a timescale for improvements and reviews.
We may from time to time have difficult conversations about performance etc., but will always approach capability issues in a fair and reasonable manner. Please refer to Performance Capability Policy HR03.
Grace Eyre welcomes genuine concerns of workers and volunteers and hope to resolve any issues wherever possible without needing to make an official disclosure.
Staff are encouraged to speak up about any concerns in line with the relevant policy (e.g Code of Conduct or the Grievance Policy).
The Whistleblowing Policy is to be used in the case of wrongdoing in the workplace which would be in the public interest or Grace Eyre is at risk. All concerns will be treated in the strictest confidence and every effort will be made to protect the identity of the person expressing them. It is recognised that in certain instances subsequent referral to an outside body may be necessary. Please refer to Whistleblowing Policy SO4.
Our family friendly policy covers your legal rights to take maternity, paternity, adoption, parental and shared parental leave in certain circumstances and the requirements expected of you. Please refer to Family Friendly Policy HR15.
You are required to:
For full details, please refer to the Sickness Absence & Wellbeing policy HR11 and to your individual statement of particulars.
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