Introduction A low-level concern is any concern, doubt, or worry that a member of staff or volunteer may have acted in a way that conflicts with the standards and values of the Company. It includes any behaviour which does not meet the expectations set out in the Company’s Code of Conduct. 49.1 A positive culture …
48. Domestic Abuse Policy
Introduction 48.1 The Company understands that it has a duty of care to employees and a legal responsibility to provide a safe and effective work environment. As such, the Company is committed to ensuring that any employee who is the victim of domestic abuse has the right to raise the issue with us in the …
47. Menopause Support Policy
Scope 47.1 This policy sets out the rights of employees experiencing menopausal symptoms and explains the support available to them. What is the menopause 47.2 The menopause is a natural event in most women’s lives during which they stop having periods and experience hormonal changes such as a decrease in oestrogen levels. It usually occurs …
46. Wellbeing and Mental Health Policy
Statement of intent 46.1 As a Bristol Childcare team we emphasise the importance of positive relationships. This begins with the relationship between staff. The Company promotes a mutually welcoming atmosphere amongst staff so that all staff are made to feel included as a whole staff team and within specific teams. 46.2 Bristol Childcare is committed …
Professional code of conduct
By becoming a member of Bristol Childcare staff, I sign up to the following Code of Conduct. This applies to when I am at work in a Nursery and also when I am at training or otherwise representing Bristol Childcare: I will always keep in mind the Bristol Childcare ethos and will do all I …
Appendix 7 – Appraisal Form
Click to download printable document – appraisal_form_NP_2020
45. Poor performance policy
Scope 45.1 The company rules in this Policy apply to all employees who have over 24 month’s service. Those employees with less than 24 month’s service may be subject to an abbreviated procedure. This Policy does not apply to agency workers or self-employed contractors. It does not apply to cases involving genuine sickness …
Rules and procedures
We hope that this handbook, whilst detailing Company rules, procedures and policies is a useful and clear guide to your employment rights, what the Company expects from you and how, should things go wrong, the Company will try to address grievances and work place problems. Your relationship with the Company is governed by the policies …
44. Remedying mistakes policy
The purpose of this policy is to help staff understand what they should do if they make a mistake. 44.1 Staff are required to be familiar with their rights and obligations in this Staff Handbook and also the BCC procedures set out in the policies, Terms and Conditions, and for Managers, the Managers Handbook. …
43. Supervision policy
The purpose of this policy is to set out why, how and when supervision meetings are held with all staff. Supervision is required under Clauses 3.19 and 3.20 of the EYFS. It’s a formal way of finding out how staff are getting on in their role, an outlet for concerns and a way of offering …