CODE OF GOOD EMPLOYMENT PRACTICE Section A: Recruit & Select with Care 1. Equal Opportunities 1.1 Equal employment and promotion opportunities are available to all regardless of gender, age, nationality, religion, religious belief or similar philosophical belief, ethnic group, or to anyone undergoing, or who has undergone, gender reassignment. Yes No 1.2 Positive steps are taken to employ those who are disabled or disadvantaged (Disability Discrimination ACT (DDA) for employers with 15+ employees until 1st October 2004, after this time, the DDA applies to all employers) Yes No 1.3 There is equal pay for work of equal value Yes No 2. Recruitment 2.1 References and, where appropriate, work permits are checked Yes No 2.2 Keeping of confidential personnel records is compliant with the Data Protection Act. Yes No Section B: Offer a Competitive Employment Package 3. Contract of Employment 3.1 The name of employer and employee, states or shows link to simple, clear and up-to-date description of duties and responsibilities Yes No 3.2 The date when employment commenced and the period of notice to be given, together with the period for which employment is expected to continue or the date when it is expected to end Yes No 3.3 The place and hours of work, including lieu time, breaks, holidays, meals and any maternity/paternity/parental leave. MUST show/ refer to written rules for the disciplinary, grievance and appeal procedures Yes No 3.4 Rates and methods of pay, holiday pay, together with other benefits such as pension entitlements, uniforms, transport, accommodation and distributions of tips, together with the rules for sick leave and any payments Yes No 3.5 Provision of an itemised pay statement Yes No 4. Health & Safety 4.1 A written health and safety policy is communicated to all staff and appropriate health and safety notices are displayed (5+ employees) Yes No 4.2 Valid employer liability insurance cover is in force at all times Yes No 4.3 Periodic risk assessments are carried out and recorded in both the workplace and where staff accommodation is provided. Yes No 4.4 Regular fire drills are carried out both in the workplace and where staff accommodation is provided - Recommended twice per year Yes No 4.5 There are adequate arrangements in place to ensure the safety, security and the well being of staff, specifically there is adequate supervision and appropriately qualified staff on duty at all times Yes No Section C: Develop Skills and Performance 5. Job Design 5.1 Hours worked take into account appropriate legislation (Children aged 14+ and under the minimum school leaving age need an Employment Certificate from the local education authority and are restricted in term time to 2 hours a day, 5 on Saturdays, 8 if aged 15+, and in school holidays to 5 hours a day, 8 if they’re 15+, and 2 on Sundays, with a weekly limit of 25, 35 if 15+.) Yes No 5.2 Proper consideration is given to flexible working arrangements, together with arrangements for child care and elder care Yes No 6. Training & Development 6.1 All staff are encouraged to update and extend their skills. Training opportunities are open to all staff without prejudice Yes No Section D: Communicate Effectively 7. Communication 7.1 There are arrangements for keeping staff informed of changes in their terms and conditions of employment Yes No 8. Grievance and Discipline 8.1 A written disciplinary, appeal and grievance procedure is in place (for those with 15+ employees until 1st October 2004, after this time this legislation applies to all employers) Yes No Section E: Recognise & Reward 10. Rewards and Recognition 10.1 Rates of pay are competitive and comply with the National Minimum Wage Yes No 10.2 Promotion is based on merit (non discrimination laws, not on sex, race, religion, nationality, trade union membership) Yes No
