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									                                                                        PER 43

              Lincolnshire Partnership NHS Foundation Trust (LPFT)

                              Uniform and Dress Code

                        DOCUMENT VERSION CONTROL
Document Type and Title:                    Uniform and Dress Code Policy

Authorised Document Folder:                 Personnel

New or Replacing:                           New

Document Reference:                         PER43

Version No:                                 1.1

Date Policy First Written:                  June 2008

Date Policy First Implemented:              April 2009

Date Policy Last Reviewed and Updated:      March 2009

Implementation Date:                        April 2009

Author:                                     Head of HR

Approving Body:                             WOD

Approval Date:                              09 June 2009

Ratifying Body:                             BOD

Ratified Date:                              July 2009

Committee, Group or Individual Monitoring   JCNC
the Document:
Review Date:                                June 2010




LPFT             PER43 v. 1           April 2009                            1
Contents
1.     Introduction

2.     Purpose

3.     Duties

4.     Definitions

5.     Development of Policies and Procedures (including Equality and Impact
       Assessment)

6.     Consultation, Approval and Ratification Process

7.     Review and Revision Arrangements including Version Control

8.     Dissemination and Implementation of a Policy

9.     Policy Control including Archiving Arrangements

10.    Monitoring Compliance with and Effectiveness of Policies and Procedures

11.    References

12.    Associated Documentation




LPFT            PER43 v. 1             April 2009                           2
1.     Introduction

1.1    This document has been developed with the guidance and legislation from the
       Department of Health and the Health and Safety Executive including:

              The Health and Safety at Work Act 1974
              The Control of Substances Hazardous to Health Regulations 2002
              Management of Health and Safety at Work Regulation 1999
              The Employment Equality (Religion or Belief) (Amendment) Regulations
               2003
              The Sex Discrimination (Gender Reassignment) Regulations 1999

1.2    The possibility of transmitting infections via staff dress is an important issue for
       employers, staff and patients. Staff have a responsibility to minimize the potential
       to spread healthcare associated infections in line with the Trust Infection Control
       Policy. Staff also have a responsibility for their own health and safety at work
       and that of their colleagues and patients. Lincolnshire Partnership NHS
       Foundation Trust are keen to ensure a consistent approach to standards of dress
       (both uniform and non-uniform) that underpins both infection prevention and
       control and increases public confidence.

1.3    It is expected that all staff will attend work dressed professionally and
       appropriately for their area. It is the responsibility of all staff and managers to
       uphold the principles of this policy, with local interpretation remaining the
       responsibility of the manager(s).

1.4    Where staff wear their own clothes to work and they are damaged as a direct
       result of their work if compensation is awarded this would only be on a plain
       replacement cost only (the Trust will not replace very expensive/designer items
       at full market cost).

2.     Purpose

2.1    The purpose of this policy is to ensure all staff are aware of their responsibilities
       to wear appropriate clothing for their role; whether they be in uniform or civilian
       dress. The policy is split into two categories:

       1       Clinical Staff
                    Wearing uniform
                    Not wearing uniform (including community based staff)

       2       Non clinical Staff
                  In clinical areas
                  In non-clinical areas

2.2    This policy is applicable to all staff employed within the Trust. Specific guidance
       will be defined dependant upon the work environment/job role. Some members
       of staff will require a more individual approach to their work wear, for example
       pregnant women, staff who have a physical disability or medical condition or




LPFT           PER43 v. 1                April 2009                               3
       whose cultural and religious practices need to be respected. (For guidance on
       cultural and religious practices, please see Appendix 1).

2.3    Any variation from this policy should be addressed through a documented risk
       assessment. This is to be carried out by a line manager, supported by relevant
       expertise where necessary e.g. Occupational Health, Infection Control, Health
       and Safety Lead and/or Diversity Lead.

2.4    The overall aim of this policy is to:

              Promote a standard of uniform and dress that is both professional and
               complies with good practice
              Ensure practice complies with legal requirements as per Introduction
               section 1.1
              Ensure the prevention and control of infection is core in our service
               provision
              Inspire public confidence

3.     Duties

3.1    The Board of Directors is accountable for:

              Ensuring the Policy is applied throughout the Trust through its Chief
               Executive, Directors, Managers and Employees
              Review in consultation with Staff Side Representatives the effectiveness
               of the Policy
              Approve the policy, including revisions which may be influenced by
               national guidelines

3.2    Managers are responsible for:

              Ensuring that all their staff are made aware of this Policy and their
               individual responsibilities under the Policy
              Ensuring staff are consulted with and local agreements achieved
              Ensure that they and their staff comply with requirements of this Policy
               and associated Procedures and Guidance
              The health, safety and security of our staff, visitors and service users,
               must be a prime consideration of the Trust at all times. When this is
               compromised through inappropriate work attire, the line manager has the
               authority to send the employee home to change into more appropriate
               wear. In these circumstances, the employee will not be paid for the
               duration of their absence. This will be handled sensitively with reasons
               given by the line manager

3.3    Staff are responsible for:

              Ensuring they are aware of and comply with the Policy and locally agreed
               arrangements




LPFT           PER43 v. 1                 April 2009                          4
4.      Definitions

        None.


5.      Development of Policies and Procedures

        All staff should be aware of HS21 - Smoke Free Policy

5.1     Dress Code for Clinical Staff Wearing Uniform (Clinical Environment Only)

        The guidelines below in section 5.1.1 are to read in conjunction with sections 1 –
        4 of this policy.

5.1.1   Uniform Guidelines

               Uniform sleeves (including white coats) are to be worn above the elbow
               Neck ties are not to be worn
               Cardigans, if worn, are to be removed when carrying out any clinical
                procedure. Cardigans are to be either navy blue or black, laundered in
                accordance with infection control guidance. Cardigans will not be
                provided by the Trust
               The uniform will consist of trousers and/or culottes and tunic. (NB; tax
                deductions apply to shoes to tights)
               Uniform is to be clean and changed daily (or when soiled) and laundered
                in accordance with Trust Infection Control Policy HS18
               Clinical staff must not be seen in external public places wearing uniform
                whilst on duty, unless with prior agreement of their manager e.g. escort
                duty
               All staff must be encouraged to change into or out of their uniform where
                facilities are provided before coming on/going off duty
               Where this is not possible staff are permitted to travel between home and
                work in their uniform but it must be fully covered by a coat
               In line with health and safety directives, each staff member must be
                pro-active in reducing the transmission of infection through their clothing
               Active cross-contamination through individual neglect, will not be viewed
                favourably and could lead to formal disciplinary action

5.1.2   Personal Protective Equipment (PPE)

               The use of personal protective equipment, including aprons, must be
                based on a risk assessment
               Plastic aprons must be worn when undertaking any activity where there is
                a risk of clothing becoming contaminated with blood or bodily fluids
               Aprons must be discarded appropriately
               On removal of apron, hands should then be washed and dried or
                decontaminated with an antimicrobial hand gel, as per Trust Infection
                Control Policy HS18
               Gloves are to be worn in line with Trust Glove Policy HS20



LPFT            PER43 v. 1               April 2009                              5
              If a member of staff indentifies the need for additional personal protective
               equipment, they must raise it immediately with the line manager
              Plastic aprons are to be used when carrying out both clean and dirty
               procedures, to be changed in accordance with Trust Health and Safety
               Policy
              In the event of a declared pandemic flu, staff will be expected to wear
               respirators (provided by the Trust)

5.1.3   Hair

              Hair must be clean, neat, tied back and off the face and collar
              Fastenings should be discreet and without adornment
              Beards and moustaches must be neatly trimmed

5.1.4   Jewellery

              Stoned rings (including engagement rings) and wristwatches must not be
               worn when undertaking clinical activities. In the event that the item can
               not be removed, it should be completely covered by a plaster, changed
               daily or when soiled
              Plain band rings are permitted
              Jewellery must be discreet and appropriate and not cause offence or be a
               health and safety hazard
              Items of jewellery that create the potential for an act of violence or the
               possibility for entanglement (e.g. large hoops in earlobes) the item must
               be removed during working hours
              In the event of colleagues needing to wear medic alert items at all times,
               a risk assessment must be undertaken with recommendations made and
               followed

5.1.5   Badges

              Identity badges should be accessible and worn at all times whilst on duty

5.1.6   Footwear

              Uniform footwear should be black
              Footwear should be flat and supportive where manual handling and
               control and restraint procedures are a requirement of the role
              Footwear should encompass the whole foot
              Sandals, flip-flops and other open-style footwear must not be worn
              Footwear must be clean and in good repair
              Open toed shoes in clinical areas are not permitted due to the passing of
               infections

5.1.7   Tattoos

              Visible tattoos are to be discouraged and where present must not be
               offensive to others. Where they are deemed to be offensive they must be
               appropriately covered


LPFT           PER43 v. 1                April 2009                              6
5.1.8   Nails

               Nails should be clean, short and without nail varnish
               Acrylic/false nails are not to be worn

5.1.9   Make-up

               Make-up should be kept to a minimum

5.2     Dress Code for Clinical Staff Not Wearing Uniform (Including In-patient ,
        Day Hospital and Community Areas)

        These guidelines are to be read in conjunction with point 1 – 4 policy

5.2.1   General Dress Code

5.2.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
        recognised that in certain therapeutic areas, a more liberal approach may be
        acceptable.

5.2.1.2 The decision to adopt certain aspects of this policy lies with the local line
        management, who in choosing to not adopt all elements, must carry out regular
        and comprehensive risk assessments to ensure health and safety and infection
        control systems and are maintained to the highest levels

5.2.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
        environment in which they are working.

5.2.1.4 In most cases denim is not acceptable and if in agreement with the line manager,
        should only be worn if clean and in good order. The wearing of denim is to meet
        therapeutic needs.

        Staff should not wear the following types of clothing which are considered
        unprofessional and inappropriate. (This list is not exhaustive).

               Shorts (unless knee length and of formal trouser style)
               Transparent or low cut blouses, dresses, t-shirts or shirts
               Clothing with tears, rips or holes
               Crop tops and low-waisted trousers exposing midriff
               Logos must be discreet and inoffensive

5.2.2   Personal Protective Equipment (PPE)

               The use of personal protective equipment, including aprons, must be
                based on a risk assessment
               Plastic aprons must be worn when undertaking any activity where there is
                a risk of clothing becoming contaminated with blood or body fluids
               Aprons must be discarded appropriately
               On removal of apron, hands should then be washed and dried or
                decontaminated with an antimicrobial hand gel, as per Trust Policy


LPFT            PER43 v. 1                April 2009                             7
              Gloves are to be worn in line with Trust Glove Policy HS20
              If a member of staff identifies the need for additional personal protective
               equipment, they must raise it immediately with the line manager
              Plastic aprons are to be used when carrying out both clean and dirty
               procedures, to be changed in accordance with Trust Health and Safety
               Policy
              In the event of a declared pandemic flu, staff will be expected to wear
               respirators (provided by the Trust)

5.2.3   Hair

              Hair must be clean and neat
              Fastenings should be discreet
              Beards and moustaches must be neatly trimmed

5.2.4   Jewellery

        If in an in-patient or day hospital environment, the following guidance is to be
        followed. However, more lenience can be shown in consultant with line
        manager’s if in the community.

              Stoned rings (including engagement rings) and wristwatches must not be
               worn when undertaking clinical activities. In the event that the item can
               not be removed, it should be completely covered by a plaster, changed
               daily or when soiled
              Plain band rings are permitted
              Jewellery must be discreet and appropriate and not cause offence or be a
               health and safety hazard
              Items of jewellery that create the potential for an act of violence or the
               possibility for entanglement (e.g. large hoops in earlobes) the item must
               be removed during working hours
              In the event of colleagues needing to wear medic alert items at all times,
               a risk assessment must be undertaken with recommendations made and
               followed

5.2.5   Badges

              Identity badges should be accessible and worn at all times whilst on duty
               in In-patient or Day Hospital or Community visiting areas. Community
               staff must have their identity badges with them at all times, but are
               exempt from wearing them at all times

5.2.6   Footwear

              Footwear should encompass the whole foot
              Sandals, flip-flops, high heels or stilettos and other open-style footwear
               must not be worn
              Footwear must be clean and in good repair
              Open toed shoes in clinical areas are not permitted due to the passing of
               infections


LPFT           PER43 v. 1               April 2009                              8
5.2.7   Tattoos

               Visible tattoos are to be discouraged and where present must not be
                offensive to others. Where they are deemed to be offensive they must be
                appropriately covered. It is the manager’s discretion whether visible
                tattoos are allowed in non-clinical areas, however, any objection must be
                demonstrated as objective and justified

5.2.8   Nails

        If in an in-patient of day hospital environment, the following guidance is to be
        followed. However, more lenience can be shown in consultation with line
        manager’s if in the community.

               Nails should be clean and short and without nail varnish
               Acrylic/false nails are not to be worn

5.2.9   Make-up

               Make-up should be kept to a minimum

5.3     Dress Code for Admin and Support Staff Based in Clinical Areas

5.3.1   General Principles

5.3.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
        recognised that in certain therapeutic areas, a more liberal approach may be
        acceptable.

5.3.1.2 The decision to adopt certain aspects of this policy lies with the local line
        management, who in choosing to not adopt all elements, must carry out regular
        and comprehensive risk assessments to ensure health and safety and infection
        control systems are maintained to the highest levels.

5.3.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
        environment in which they are working.

        Staff should not wear the following types of clothing which are considered
        unprofessional and inappropriate. (This list is not exhaustive).

               Shorts (unless knee length and of formal trouser style)
               Transparent or low cut blouses, dresses, t-shirts or shirts
               Tracksuits
               Clothing with tears, rips or holes
               Crop tops and low-waisted trousers exposing midriff
               Logos must be discreet and inoffensive

        The health, safety and security of our staff and service users, must be a prime
        consideration of the Trust at all times. When this is compromised through



LPFT            PER43 v. 1                April 2009                            9
        inappropriate work attire, the line manager has the authority to send the
        employee home to change into more appropriate wear. In these circumstances,
        the employee will not be paid for the duration of their absence. This will be
        handled sensitively with the reasons given by the line manager.

5.3.2   Personal Protective Equipment (PPE)

              If any personal protective equipment is supplied for a member of support
               staff, it is expected that it will be worn/used at all appropriate times, during
               the course of the individuals work
              If any additional resources are required to allow a job to be done safely,
               then it is the responsibility of the staff member to raise it with their line
               manager

5.3.3   Hair

              Ideally, long hair should be tied back for safety purposes
              Fastenings if worn, should be discreet
              Beards and moustaches should be neatly trimmed

5.3.4   Jewellery

              Jewellery must be discreet and appropriate and not cause offence or be a
               health and safety hazard
              If entering a clinical environment, any items of jewellery that creates the
               potential for an act of violence or the possibility for entanglement (e.g.
               large hoops in earlobes) the item must be removed during working hours.

5.3.5   Badges

              Identity badges should be accessible and worn at all times whilst on duty

5.3.6   Footwear

              Open toed shoes in clinical areas are not permitted due to the passing of
               infections
              Footwear should encompass the whole foot
              Sandals, flip-flops and other open-style footwear must not be worn
              Footwear must be clean and in good repair

5.3.7   Tattoos

              Visible tattoos are to be discouraged and where present must not be
               offensive to others. Where they are deemed to be offensive they must be
               appropriately covered. It is the manager’s discretion whether visible
               tattoos are allowed in non-clinical areas, however, any objection must be
               demonstrated as objective and justified




LPFT           PER43 v. 1                 April 2009                                 10
5.3.8   Nails

        If in an in-patient or day hospital environment, the following guidance is to be
        followed. However, more lenience can be shown in consultation with the line
        manager if in the community.

               Nails should be clean and short
               Acrylic/false nails are not to be worn

5.4     Dress Code For Support, Administration and Management Staff Not Based
        in Clinical Areas

5.4.1   General Principles

5.4.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
        recognised that in certain corporate or non-clinical areas, a more liberal approach
        may be acceptable.

5.4.1.2 The decision to adopt a certain aspect of this policy lies with the local line
        management, who in choosing to not adopt all elements, must carry out regular
        and comprehensive risk assessments to ensure health and safety are maintained
        to the highest levels.

5.4.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
        environment in which they are working

        Staff should not wear the following types of clothing which are considered
        unprofessional and inappropriate. (This list is not exhaustive).

               Shorts (unless knee length and of formal trouser style)
               Transparent or low cut blouses, dresses, t-shirts or shirts
               Tracksuits
               Clothing with tears, rips or holes
               Crop tops and low-waisted trousers exposing midriff
               Logos must be discreet and inoffensive

5.4.2   Personal Protective Equipment (PPE)

               If any personal protective equipment is supplied for a member of support
                staff, it is expected that it will be worn/used at all appropriate times, during
                the course of the individuals work

               If any additional resources are required to allow a job to be done safely,
                then it is the responsibility of the staff member to raise it with their line
                manager

5.4.3   Jewellery

               Jewellery must be discreet and appropriate and not cause offence or be a
                health and safety hazard


LPFT            PER43 v. 1                 April 2009                                 11
5.4.4   Badges

              Identity badges should be accessible and worn at all times

5.4.5   Footwear

              Footwear should be flat and supportive where manual handling is a
               regular requirement of the role
              Footwear should encompass the whole foot
              Sandals, flip-flops and other open-style footwear must not be worn
              Footwear must be clean and in good repair

5.4.6   Tattoos

              It is the manager’s discretion whether visible tattoos are allowed in non-
               clinical areas, however any objection must demonstrated as objective and
               justified

5.5     Formal Action

5.5.1   Regular and/or deliberate disregard for this policy and principles will be
        discussed within Supervision and could lead to formal disciplinary action


6.      Consultation, Approval and Ratification Process

        Consultation feedback will be maintained as per COR11 and appropriate
        amendments made to policy before approval.

        The policy will be approved and ratified as laid out in COR11.

7.      Review and Revision Arrangements including Version Control

        Corporate and Legal Services will maintain a version control sheet, as per
        COR11.

8.      Dissemination and Implementation of a Policy

        This policy will be disseminated as per COR11.

        This policy will be put on the agenda for the Director of Operations meeting and
        following that disseminated through the Corporate Induction.

9.      Policy Control including Archiving Arrangements

        Corporate and Legal Services will retain a copy of each policy for a minimum of
        10 years in line with the recommendations contained within ‘Records
        Management NHS Code of Practice’ (2006)



LPFT           PER43 v. 1                April 2009                            12
10.    Monitoring Compliance with and Effectiveness of Policies and Procedures


Systems                                 Monitoring and/or Audit
               Criteria                 Measurables        Lead Officer     Frequency     Reporting to   Action
                                                                                                         Plan/Monitoring
Systems in place to ensure that Policy Criteria for           Policy Lead   As required   WOD            Head of HR
Leads follow the process outlined in preliminary                            by policy
this Guidance document                 approval are met                     review
                                       as per check list in
                                       Appendix 1
Systems in place in Corporate and Database showing            Head of       Quarterly     Audit and      Monitoring and
Legal Services for:                    status of all          Corporate                   Assurance      Action Plan
   Distribution (including version current policies          and Legal                   Committee
      control)                                                Services
   Monitoring
   Implementation
   Timely review of all policies and
      procedures
   Archiving/Retention/Destruction
      of policies
Systems in place to ensure no Number of                       Head of       Quarterly     Information Monitoring/Action
duplication creating risk              proposed policies      Corporate                   Management Plan
                                       not authorised         and Legal                   and
                                       due to information     Services                    Technology
                                       contained                                          Committee
                                       elsewhere
All occurrences of non-compliance will Nos and                Head of HR    Monthly       WOD            Head of HR
be recorded                            outcomes will
                                       measured




LPFT          PER43 v. 1               April 2009                             13
Standards/Key Performance Indicators

TARGET/STANDARDS                         KEY PERFORMANCE INDICATOR
All managers and staff follow guidelines Where deficiencies are identified an action
within this policy                       plan will be drawn up to address same

11.     References

      The Health and Safety at Work Act 1974
      The Control of Substances Hazardous to Health Regulations 2002
      Management of Health and Safety at Work Regulation 1999
      The Employment Equality (Religion or Belief) (Amendment) Regulations 2003
      The Sex Discrimination (Gender Reassignment) Regulations 1999


12.     Associated Documentation

        Appendix 1    Religion and/or Beliefs




LPFT           PER43 v. 1               April 2009                          14
                                                                               Appendix 1

RELIGION AND/OR BELIEFS

The Employment Equality (Religion and Belief) Regulations, which came into force in
December 2003, mean that it is unlawful to discriminate against individuals because of
their religion, religious belief or similar philosophical belief. Lincolnshire Partnership
NHS Foundation Trust values the diversity of its staff and aims to create an environment
where the beliefs of all, whether cultural, religious, non-religious or philosophical, are
respected.

The Trust welcomes the variety of appearance brought by individual styles and choices.
The wearing of items arising from particular religious/cultural norms (for example, saris,
turbans, skullcaps, kippahs and clerical collars) is seen as part of this welcome diversity.

Where staff are working directly in a therapeutic environment with service users, the
Trust expects that veils which cover the face will not be worn. This is a justifiable
expectation, based on evidence of the importance of non-verbal communication and, in
particular facial expression in the development of a trusting and therapeutic alliance.

Special requirements for uniforms as a result of religious or cultural obligations will be
supplied provided they comply with health and safety and infection control precautions
and Section 1.8 Headscarves can be worn but these must be changed and laundered
daily, must be unadorned and shoulder length only. The wearing of turbans is supported
on religious grounds only. Both must be well secured to prevent frequent adjustment
and be laundered in accordance with Trust Infection Control Policy HS18

GENDER REASSIGNMENT

A person who disassociates with their assigned gender role and has a gender identity of
that of the opposite genetic sex. This individual completely alters their body through
hormone treatment and sex reassignment surgery in order to align their appearance with
their gender identity. Boston Bells (2008)

The Sex Discrimination (Gender Reassignment) Regulations 1999 clarify UK law relating
to gender reassignment. They are a measure to prevent discrimination against
transsexual people on the grounds of sex in pay and treatment in employment and
vocational training. The effect of the Regulations is to insert into the Sex Discrimination
Act 1975 a provision which extends the Act, insofar as it refers to employment and
vocational training, to include discrimination on gender reassignment grounds. Thus, for
the purposed of employment and vocational training, discrimination on grounds of
gender reassignment constitutes discrimination on grounds of sex, and is contrary to the
Sex Discrimination Act. Employers who breach the Sex Discrimination Act 1975 in
respect of discrimination on gender reassignment grounds will be liable in the same
manner they would, for example, for discrimination against a woman on the grounds of
sex.

It is good practice to allow enough flexibility in the dress code to accommodate the
process of transition from one sex to the other.




LPFT           PER43 v. 1                April 2009                               15
Good Practice Example:

M was working as a sales assistant when she began her transition to female. Her
employer discussed the possibility of temporary redeployment out of the public gaze, but
M preferred to remain with her team. The company dress code was therefore relaxed
along similar lines as for Muslim women and other groups, giving M flexibility over hair
length and style, jewellery and make-up, prior to the point at which she felt comfortable
in a skirt rather than trousers and without reference to any specific point of change of
social gender. For a period some customers perceived her as female and others as
male, but M felt happy to accept this, and indeed used the perceptions of customers as
an indicator of when to begin presenting as unequivocally female.

DISABILITY

The Disability Discrimination Act 2005 defines disability as a ‘physical or mental
impairment which has a substantial long-term adverse effect on his/her ability to carry
out normal day to day activities’.

The Act gives rights to disabled people – those with a ‘physical or mental impairment
which has a substantial and long-term adverse effect on the ability to carry out normal
day to day activities’. From 14 April 2003, if you have been certified as blind or partially
sighted by a consultant ophthalmologist, or if you are registered as blind or partially
sighted with a local authority, you will automatically be regarded as disabled for the
purposes of the act (although this does not apply to Northern Ireland).

A person is only protected by the DDA if they meet the definition of disability set out in
part 1 of the DDA, or if they have a history of such a disability.

Reasonable flexibility and sensitivity to the employee’s disability allowed in the dress
code to all employees, while meeting the Trust standard of Dress code.




LPFT           PER43 v. 1                April 2009                               16
PER43 v1
           STAGE 1 - Screening to establish if the proposed function has any relevance to any equality
                     issue and/or minority group
Directorate:       Function to be Assessed:            Existing or New Function:             Assessment Date:
Human Resources        Review of Uniform an Dress Code Policy        Existing Function                             9 February 2009



   1. Briefly describe the aims, objectives          To review the policy to ensure it meets necessary standards and benchmarks
      and purpose of the function:
   2. Who is intended to benefit from this           It is intended for all staff, providing clear guidelines as to acceptable practice in
      function, and in what way?                     what to wear in a clinical and non-clinical setting, meeting national guidelines with
                                                     regard to infection control etc.
   3. What outcomes are wanted from this             An up to date policy that meets the guidance and legislation from the DOH and HSE
      function?
   4. What factors/forces could/ contribute/         N/A
      detract from these outcomes?
   5. Who are the main stakeholders in               All Staff
      relation to the function?
   6. Who implements the function, and who           Managers and staff
      is responsible?

   7. Are there concerns that the function has a differential impact on the following groups and what existing evidence
      (either presumed or otherwise) do you have for this?
      Race                                      N This function will be consistently applied to all staff

       Disability                                    N This function will be consistently applied to all staff

       Age                                           N This function will be consistently applied to all staff

       Gender                                        N This function will be consistently applied to all staff




LPFT          PER43 v. 1                April 2009                                   17
           Religion or Belief                                              N This function will be consistently applied to all staff

           Sexuality                                                       N This function will be consistently applied to all staff

If the answer to question 7 is ‘YES’, a partial EIA must be completed.                                                                                                                      N
Should the function proceed to a partial impact assessment?

If no, please state date of next review: June 2010                                            Date on which partial impact assessment to be completed by:

I understand the Impact assessment of this function is a statutory obligation and that, as owners of this function, we take
responsibility for the completion and quality of this process.

Signed (Assessor) Ann Waring                                                                                                                                 Date 9 February 2009

Print Name                     Ann Waring

Signed (Section Head)...............................................................................................................................Date........................................

Print Name.................................................................................................................................................................................................




LPFT                  PER43 v. 1                             April 2009                                                  18

								
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