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									Employee Relations Team

       Policies Update
Employee Awareness

Management of Stress
      New Policy
                Management of Stress

• What is stress?

• What to do if you are experiencing stress.

• Sources of advice and support .

• What can you do to assist in reducing stress.
              Management of Stress
• “The adverse reaction people have to pressures or other
  demands placed upon them” (HSE definition).

• Excessive levels of stress over a long period may lead to ill
  health.

• Stress from personal lives can also impact on work.
    What to do if you are experiencing
                  stress
• Speak to you line manager –protocol in policy.

• Seek to identify the issues.

• Work out a plan with your manager as to how to reduce
  sources of stress and what support would assist you.

• Examples.
       Sources of advice and support

• Employee Counselling Service.

• Occupation Health Nurse.

• Line Manager/HR Adviser/ Trade union rep.
• www.stepsforstress.org
• www.glasgowsteps.com
                           Q&A
Q. What can you do to assist to reduce stress?

A. Look after your own health and well-being and be aware of
   signs of stress in yourself and others.

B. Bring problems to the attention of your manager and where
    possible solutions to any issue.

C. Participate when asked in any assessment of potential
   sources of work stress.
Dignity & Respect at Work
(previously know as The Harassment Policy)



           Revised Policy
           Dignity and respect at Work

University Dignity & Respect Statement.

Changes.

Practical example.
    Dignity and Respect at Work Policy
Dignity and Respect Statement:

  • Developing and maintaining a positive working
    environment in which everyone is treated with
    dignity and respect.

  • Creating an environment in which bullying or any
    form of discrimination is not tolerated.
    Dignity and Respect at Work Policy
• Extension of equality grounds.

• Renaming of policy.

• Informal/formal approaches.

• Mediation.
    Dignity and Respect at Work Policy
• A definition of harassment
 Unwanted conduct which effects the dignity of a person.

• An obvious example of harassment
 Racist, sexist, homophobic, ageist jokes.

• A subtle example of harassment
 Intrusive and personal questioning about lifestyle.
    Dignity and Respect at Work Policy

• A definition of bullying
 Abuse or misuse of strength or power

• An obvious example of bullying
 Shouting or screaming at some one
    Dignity and Respect at Work Policy

• A subtle example of bullying
 Withholding information

• When it might not be bullying and harassment
 Adjusting to a new manager or work requirement
Dignity and Respect at Work Policy



 What you can do ?
ALCOHOL, DRUGS AND
SUBSTANCE MISUSE –

   Revised Policy
                       HWL Drivers
• Legal obligations
• A list of drugs/substances covered by the policy
   – Controlled substances
• Breach of the policy – a clear statement
• Information/education – adverse affects
   – Supporting staff
   – Training and guidance for managers
• Prescription /over-the –counter medication – a clear
  statement
Why do we need a Policy?
•   so that staff have a clear understanding of the rules
    relating to alcohol and drug       misuse,

• so there is a greater awareness of the       effects and
the risks of drugs and alcohol and, consequently, early
recognition of any problems,

•   so that staff are aware that the University
    will support them if they acknowledge that they have
    developed a dependency problem and need support.
         What Does it Mean for Staff?
• What is the misuse of alcohol or drugs?

• Addiction or suffering the effects of excessive alcohol
  consumption?

• Reporting for work under the influence of alcohol or drugs
      • Health and Safety at Work Act – Duty of Employees
   Alcohol Drugs & Substance Misuse


• What does this mean for staff?

• Conduct

• Capability
What will the Policy do?

•   Framework for support,

•   Clear guidelines for both staff and managers,

•   Confidentiality,

•   A balance to be maintained.
Flexible Working

    New Policy
                   Flexible Working
• Changes.

• Types of flexible working.

• Potential benefits.

• What you need to consider.

• Examples /Information.
                            Changes
•   Statutory right to request flexible working for certain eligible
    categories of staff:

•   Carers of children,

•   Carers of certain adults,

•   Statutory process to consider requests,

•   New Policy – The right to request
      – applies to all staff.
                    What is flexibility?
•   Flexitime -formal/informal.   • Staggered hours.
•   Reduced hours.                • Term time.
•    Part- time working.          • Annualised hours.
•   Job share.                    • Team self rostering.
•   Compressed hours.             • Working from other
•   Periods of flexibility.         locations/home.
                                  • Career break.
              Flexibility-Potential benefits
• Flexibility to meet business needs:
      •   Trimester system.
      •   Evening /weekend delivery.
      •   4 campuses.
      •   More diverse student body.
• Work/life balance demands:
      •   Staff retention
      •   equality of opportunity
      •   Lessening of absences from work
      •   Assist achieve better balance between work and personal life
                       Employees
• Consider the range of possible options of flexibility
  (advantages/disadvantages) ,

• Understand the business needs, look at how it would
  affect the business,

• Understand responsibilities of flexibility,


• Be willing to compromise.
                     Examples
• Case examples.

• Examples from the University.
Family Friendly Guidelines - Revisions
            Family Friendly Guidelines

• Maternity.
   – Statutory provision
   – University enhancement – payment options
   – Accruing leave
• Adoption.
   – Changes to entitlement
   – Paid time off for appointments
   – KIT days
• Paternity (Maternity Support).
   – Enhanced provision
             Family Friendly Guidelines

• Parental.
   – 13 weeks per child/18 weeks for a disabled child


• Dependants leave.
   – For all employees who have dependants
   – definition
Service Recognition Awards –
          Revision

(previously know as Long Service Awards)
         Service Recognition Awards

• Age Legislation.

• Focus Groups.

• Staff Questionnaire.
                         Changes
• Increase in the value at 5 and 10 years.

• 4 additional days’ holiday at 40 years.

• Crystal glasses instead of the medal.

• Enhanced day-time celebration.
Years of                 Gift          Additional leave (in the year in
service                                 which the anniversary falls)
10         Gift to the value of £25   Extra 2 days

20         Gift to the value of £50   Extra 2 days
25         £250 & crystal glasses

30                                    Extra 2 days
35         £350 & crystal glasses
40                                    Extra 4 days
Any Questions?
Questions from the
  presentations

								
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