The Health and Safety at Work Act places duties on employers to ensure the health, safety and welfare at work of employees and of all those connected with the Trust’s activities. In addition there is a statutory duty for employers to produce a statement of its policy on health and safety at work.
This document is the Health and Safety Policy of the Ashford and St. Peter's Hospitals NHS Trust and reflects the views of the Trust on all matters relating to health, safety and welfare.
The Trust is responsible for setting and maintaining the standards of conduct necessary for ensuring a safe and efficient workplace and for maintaining good employment relations. The aim of this policy is to help and encourage employees to achieve and maintain the high standards expected by the Trust and to encourage improvement amongst employees whose conduct is unsatisfactory. The Policy is intended to be a problem solving tool rather than punitive.
The policy applies to all staff employed by the Trust except medical and dental staff to whom the Conduct, Capability, Ill Health and Appeals Policies and Procedures For Practitioners (Doctors And Dentists) applies.
For professional staff who have to be registered such as Nurses and Midwives and Professions Allied to Medicine disciplinary issues may be reported to the appropriate professional body such as the Nursing and Midwifery Council or Health Professions Council if appropriate.
This policy is intended to cover acts of misconduct. The Employee Capability Policy deals with poor performance. The Sickness Policy deals with sickness absence.
The grievance procedure is used by the Trust to deal formally with employees' grievances and aims to settle grievances fairly and as quickly as possible. Individual Grievances are dealt with separately from Collective Grievances.
Grievances are concerns, problems or complaints that employees may want to raise with their manager. Employees and managers should aim to settle grievances informally. This has advantages for all workplaces, particularly where there might be a close personal relationship between a manager and an employee. It also allows problems to be settled quickly.
All annual leave is subject to six weeks prior notice, this must be discussed and agreed with the departmental lead before making any commitments. When on a rotational appointment annual leave will be distributed equally between each placement. For entitlements please see Hospital Medical & Dental staff Terms and Conditions of Employment (as below) section 205 – 217.
This policy and procedure applies to all staff employed by the Trust and should be used in conjunction with national and local agreements and sick pay schemes.
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Work Policies
