Employee Handbook HR

BAR-0041 Barchester Employee handbook:BAR-0041 Barchester Employee handbook 5/5/10 09:44 Page 1
Employee Handbook
© Barchester Healthcare Employee Handbook – July 2007

CONTENTS PAGE
Introduction 1
Accident at Work 2
Administering Drugs 2
Adoption 2
Advances and Loans 3
Adverse Weather or Disruption to Transport 3
Alcohol, Drugs or Other Intoxicants 3
Attendance and Timekeeping 3
Bad Language 4
Car Parking 4
Carrying Of Cash 4
Communication 4
Company Vehicle 4
Company Equipment 5
Compassionate Leave 5
Confidential Information 5
Criminal Checks 5
Disciplinary and Dismissal 6
Dress Code and Appearance 9
Employment of Family Members 9
Equality and Diversity 10
Expenses 11
Fire Instructions 11
Flexible Working 11
Gifts and Loans 12
Grievance 12
Harassment and Bullying (refer Positive Employment) (20)
Health and Safety 13
Holiday Leave 13
Hours of Work 14
IT Security 15
Jury Service 15
Literature and Other Material 15
Maternity 15
Medical Appointments 16
Medical Examinations 16
Mobile Telephones and Cameras 16
Money Owing to the Company 16
Name Badges 16
New Employees’ Probationary Period 17
Night Workers – Health Assessment 17
Other Employment 17

CONTENTS PAGE
Overtime 17
Parental Leave 17
Paternity Leave 18
Pay Over-Payments 20
Pensions 20
Performance 20
Personal Details 20
Personal Property 20
Positive Employment (Harassment & Bullying) 20
Private Trading 21
Processing of Personal Data 21
Professional Registration Numbers 22
Protecting the Company’s Interests 22
Public Duties 22
Redundancy and Security of Employment 23
References for Ex-Barchester Health Care Staff
or Current Staff Seeking Alternative Employment 23
Registration and Regulation 23
Reporting Abuse 24
Residential Positions 24
Retirement 24
Sale of Alcohol 24
Security, Search and Surveillance 25
Sickness Absence 25
Smoking and Eating 27
Speaking English in the Workplace 27
Special Unpaid Leave 27
Statutory Sick Pay 27
Telephone Calls 28
Termination of Employment 28
Time Off to Care for Dependants/Family Emergencies 28
Training 29
Transfers 29
Whistle Blowing 30
Wills 30
Working Procedures 30
Appendix 1 Procedural Flow Charts
Adoption Procedure 32
Disciplinary & Dismissal Procedure 34
Flexible Working Procedure 36
Grievance Procedure 37
Positive Employment (Harassment & Bullying Procedure) 39
Maternity Procedure 40
Retirement Procedure 42

INTRODUCTION
Welcome to Barchester Healthcare.
This Employee Handbook is for your guidance and sets out clear standards of conduct, rules and
procedures concerning your employment with Barchester Healthcare.
It is not the Company’s intention to be overly rigid or inflexible but by providing clarity and
guidelines assists both employees and managers to work smoothly together for the benefit of all
concerned, including our residents/patients of our Care Homes/Hospitals.
In terms of the general conduct required by employees in our Care Homes/Hospitals, Barchester
Health Care has adopted the Code of Practice for Social Care Workers in England, Scotland and
Wales. You are required to acquaint yourself with the applicable Code and to comply with its
provisions at all times.
It is your responsibility to familiarise yourself with these standards, rules and procedures and if you
have any concerns or require clarification on any issues please raise these with your manager.
Failure to comply may lead to action being taken under the Disciplinary and Dismissal Procedure,
which may in certain circumstances lead to your dismissal.
The Company may need to change the rules and standards from time to time and any such changes
will be notified to you as appropriate.
It’s great to have you on board and by working together we can make a huge difference to the lives
of our residents and patients entrusted to our care. It can be hard work but it is also incredibly
rewarding.
OUR VISION MISSION AND VALUES
Our Vision
By putting quality first in everything we do for our residents, relatives and staff, we aspire to be the
most respected and successful care provider.
Our Mission
Is to always focus on improving and developing the quality of:
• the care, hospitality and choice we offer our residents,
• our staff, their experience, development and behaviour,
• the environments we choose and the buildings we operate,
• our systems and our financial performance.
Our Values
• What we do is important.
• We work together to make quality our way of life.
• We respect, support and strive to improve the communities we serve.
• We are honest, fair and ethical in everything we do.
• We recognise and appreciate the individual in all of our residents and staff.
• We accept responsibility for our actions.
• We make life and work meaningful and enjoyable for all.
© Barchester Healthcare Employee Handbook – July 2007 Page 1 of 42

ACCIDENT AT WORK
Please ensure that you seek treatment for any injury sustained at work, no matter how slight it may
appear at first.
During normal working hours, first aid treatment is available from appointed first-aiders. Your
manager will advise you of those employees authorised and qualified to give treatment.
If the injury occurs in a care home/hospital a senior member of staff must record it as soon as
possible on the Accident Form and your immediate manager must be informed. In offices and other
locations, an Accident Form should be completed as soon as possible by the individual who should
also inform his or her manager.
ADMINISTERING DRUGS
If you are involved in the handling and administration of drugs you must operate in accordance with
the procedures and rules set out in the Company’s Administration of Drugs policies which can be
obtained from your Manager or on the Company’s intranet.
ADOPTION
Barchester Healthcare recognises the need for adoptive parents to take time off work to build a
relationship with the child when he or she starts living with them. If you meet the eligibility criteria,
detailed below, you will be entitled to Statutory Adoption Leave and Statutory Adoption Pay.
Where you are adopting jointly you can choose either to take Statutory Adoption Leave and Pay or
Paternity Leave and Pay, depending on what your partner/spouse takes (regardless of gender). You
are entitled to one period of adoption leave per placement, even if more than one child is being
placed for adoption as part of the same arrangement.
Adoption Procedure - Refer Appendix 1
Eligibility for Statutory Adoption Leave and Pay
To qualify for leave and pay you must:
• have been matched with a child to be placed with you by a recognised adoption agency
• have notified the Agency that you agree that the child should be placed with you and agree
the date of placement
• provide a matching certificate, signed by the adoption agency to confirm the proposed date
of placement
• have been employed with Barchester for at least 26 weeks ending with the week in which
you are notified of having been matched with the child. The week in question starts on a
Sunday and ends on a Saturday
• notify Barchester of when you want to take your Adoption Leave no more than 7 days after
you are notified that you have been matched with a child
In addition to qualify for pay you must:
• notify Barchester of when you want to receive SAP, at least 28 days before the date you want
it to begin, or as soon as is reasonably practicable (notice can be given earlier alongside
notice of the start of Adoption Leave); and
• have average weekly earnings at or above the Lower Earnings Limit for National Insurance
Contributions at the end of the matching week (the Lower Earnings Limit is the amount you
have to earn to qualify for benefits).
Contact during Adoption Leave
You should agree with your manager reasonable contact during your Adoption Leave. The frequency
and nature of the contact will depend upon a number of factors, such as the nature of the work and
your position and whether either party needs to communicate important information to the other,
for example news of changes at the workplace that might affect you on your return.
Keeping In Touch Days
Keeping in Touch Days" will allow you to work for up to 10 days without bringing your Adoption Leave
to an end.
The work undertaken can include training and any part of a day is counted as one day. The ten days
will form part of the Adoption Leave, it will not extend it.

You and your manager must agree if you will work these days and agree the arrangements including
what you will be doing and how you will be paid. It is up to you if you wish to take up Keeping in
Touch Days and your manager does not have to offer them to you. Your manager cannot demand
that you go into work at any time during your Adoption Leave period nor can you be penalised for
refusing to take up a Keeping in Touch Day.
ADVANCES AND LOANS
It is not the Company’s policy to make readily available to employees additional funds as either an
advance or loan, except where genuine financial hardship can be demonstrated. The payment or
otherwise of any advance or loan will be wholly at the discretion of the Company.
Advances
An advance of pay may be made against the current month’s salary where there is a genuine need
for funds before payday. The whole of the salary advance will simply be deducted in a single
repayment from the next monthly salary payment.
Loans
In the event of a loan being authorised only one loan will be given in any 12 month period and no
loan will be given if there is a previous outstanding loan, or if there is a court order in force for
deduction of wages for any other reason.
Should you wish to apply for an advance or loan please contact your manager.
You must not request or accept a loan, no matter how small, from a work colleague, service user or
from a member of the service user’s family or from any supplier or prospective supplier to the
Company. Any such offer must be notified to your manager immediately.
ADVERSE WEATHER OR DISRUPTION TO TRANSPORT
Adverse weather or disruption to transport or other services may make it difficult for you to get to
work. The Company expects you to do whatever is reasonable to get to work in these
circumstances, without risk to your health or safety. You will normally be expected to make up any
time you lose, or lose pay.
ALCOHOL, DRUGS OR OTHER INTOXICANTS
Alcohol, intoxicants or drugs of any kind may neither be brought onto, nor consumed/taken upon
the Company's premises. If your medical practitioner has prescribed drugs, please register this with
your manager. You must ensure that any authorised prescribed drugs brought onto the premises
are kept in a secure place.
The Company has the right to refuse admission to the premises to any employee judged to be
incapable of performing his/her duties as a result of intoxicants, alcohol or drugs.
If you are suffering from any kind of addiction you must tell your manager in confidence. Barchester
Health Care has a number of confidential measures that it may be able to employ to assist in such
situations.
ATTENDANCE AND TIMEKEEPING
The Company requires excellent attendance and timekeeping. These are of the utmost importance
in maintaining high standards of care and service.
You must abide by the arrangements for recording your entry to, and departure from, the premises.
You may be required to clock/sign-in on arrival at and clock/sign-out on departure from the premises
or you may be required to complete, as required, a time sheet of your attendance and worked hours.
Falsification will be regarded as Gross Misconduct. Local instructions will be supplied to you
separately about this matter.
If you have a need to leave work prior to your normal finishing time or to have time away during
the normal working period, you must not leave without first obtaining permission from your
manager. In such circumstances, you must report to your manager upon leaving and, where
appropriate, returning to work.
In the event of failing to sign/clock-in or out, you must report to your manager and advise of the
exact time of arrival or departure, and the reason for failing to sign-in/out. It will be at the
manager’s discretion to make the appropriate entry on the record sheet. You must never complete
entries on the sheet for yourself in this situation without express authority from your manager and
without obtaining an authorisation signature at the time.

You must never sign for another employee, or request or allow a fellow employee to sign on your
behalf. Signing/clocking-in or out for another employee will be regarded as Gross Misconduct.
BAD LANGUAGE
The Company will not condone the use of swearing or foul and abusive language at work and
considers the use of such language to be unacceptable behaviour, whatever the circumstances.
CAR PARKING
Where possible car parking facilities are provided for employees' cars, however the Company
disclaims all liability, whether in negligence or otherwise, for loss of, or damage to, any vehicle and
its contents whilst left on Company premises.
CARRYING OF CASH
Under no circumstances should you carry money in the pockets of your uniform.
COMMUNICATION
You are expected to read and observe all authorised notices as displayed. The Company wishes to
maintain a policy of good communication throughout its operations. Regular staff meetings will be
held and it is requested that you attend these as often as possible. These may be conducted out of
hours and it is expected that you will make allowances for this.
COMPANY VEHICLE
During the course of your employment the Company may require you to use one of its vehicles. In
addition as part of your terms and conditions of employment you may have been issued with a
Company car, or cash equivalent and therefore use your own vehicle on Company business. In
either case it is your responsibility to familiarise yourself and adhere to the Company’s Car Policy
which can be obtained from either your manager, the Company’s intranet or the Company’s
Transport Manager, who can also clarify any queries that you may have.
In order to ensure you use a Company vehicle correctly, or your own vehicle correctly whilst on
Company business, you must adhere to the following at all times:
Duty of care and driver safety
We consider the safety of our residents/patients, employees and the general public to be of
paramount importance.
Please ensure that you take a break from driving whenever you are feeling tired or unwell. When
driving for long periods it is recommended that you take a break from driving every two hours.
Never drink and drive - even a small amount of alcohol can seriously affect your judgement and
reaction times. Remember that you may still have alcohol in your blood stream the morning after
drinking the night before.
Do not drive and take drugs. Even prescription medicines and those bought over the counter for
coughs, colds, etc can cause drowsiness and affect the ability to drive safely. Read the labels before
driving if you are taking these medicines.
Smoking in Company vehicles is not permitted.
Environmental impact
It is increasingly important that we are all aware of the impact our business activities have on the
environment. As a responsible Company, it is vital that we seek to minimise these impacts in order
to preserve the environment and to this end, the Company will always promote the use of vehicles
that are more fuel-efficient, those which have a greater element of re-cyclability and the use of
alternative fuels where appropriate. In addition, the Company asks that you:-
• Plan your journey to combine activities and avoid congested routes
• Observe the speed limits
• Drive as smoothly and economically as possible, avoiding fierce acceleration and braking
• Ensure your vehicle is properly maintained
• Avoid carrying unnecessary weight in the vehicle
• Try to avoid drag, remove roof racks when not needed.
• Do not leave the engine idling when stationary for long periods.

General
A vehicle is only available if you hold a current and valid driving licence. As all vehicles are insured
through the Company, any conviction for driving offences, any driving endorsements and any fines
incurred whilst you are in possession of the vehicle must be reported immediately. You are
personally responsible for the payment of any fine or fixed penalty incurred whilst in charge of the
vehicle.
If you are considered to be acting carelessly or recklessly in your use of the vehicle, you may be
subject to action under the Disciplinary and Dismissal Procedure (and this may involve the
withdrawal of the vehicle where appropriate). If you are prosecuted or convicted of a driving offence,
which results in a period of disqualification, and the holding of a driving licence and driving duties
are an essential requirement of the job, this may result in your dismissal.
You must immediately report any and every accident or incident in which a vehicle in your charge
becomes involved, regardless of fault and whether or not persons or property are affected.
Only authorised personnel may drive the Company's vehicles as due to insurance restrictions all
drivers must be over the age of 25.
Unauthorised passengers must not be carried in vehicles, nor must vehicles be used for personal
purposes without permission.
The insurance cover for the Company minibuses allows for a maximum of 8 passengers to be carried
in any vehicle, regardless of the amount of seats available. This maximum must not be exceeded
under any circumstances.
The appropriate documentation must be carried at all times (e.g. insurance details), and you must
ensure that all security devices are operable when the vehicle is left unattended. If a telephone is
installed in your vehicle, it may only be used for business purposes or in an emergency unless prior
authorisation to do so has been given.
You must ensure that the vehicle is kept in good condition. This includes keeping it clean and
ensuring that the tyre pressure, lights, oil, water etc. are up to the required standard. You must not
drive the vehicle in an un-roadworthy condition. Any defects must be reported immediately to your
line management and the company’s Transport Manager if appropriate. The vehicle must not be
driven without the fault being rectified or prior approval given.
COMPANY EQUIPMENT
You must not make use of the Company’s equipment e.g. telephones, faxes, e-mail, internet or
postal facilities for personal purposes without the permission of your manager.
You are not permitted to remove material or equipment of any kind from the Company without prior
management permission.
The Company’s equipment must not be used for any unauthorised work.
COMPASSIONATE LEAVE
You should contact your manager at the earliest opportunity to advise of the need for Compassionate
Leave in the event of serious illness, bereavement or to attend the funeral of a family member, civil
partner or close friend. Your manager will then agree with you the number of days to be taken and
the payment for those days. The amount of leave approved will not normally exceed 5 working days.
All requests for Compassionate Leave will be considered on an individual basis.
CONFIDENTIAL INFORMATION
During your employment you are likely to have access to confidential information relating to the
Company's business as well as sensitive personal information about clients, residents, colleagues
and their families. You must not disclose to, or discuss with, anyone, any such information, unless
authorised to do so, or use such information for personal gain. This applies during and after
employment.
CRIMINAL CHECKS
Ex-offenders
It is recognised that each Home, Hospital or other work location has an obligation to recruit from a
diversity of social backgrounds, such that its workforce reflects the make-up of the communities in
which it operates. Barchester also recognises that in the course of its normal recruitment processes,
it will inevitably receive applications from ex-offenders.

Accordingly Barchester will not unfairly discriminate against an applicant with a record of offending.
However, the Company has to balance its desire to achieve the above objectives with its concurrent
responsibility to protect its vulnerable residents from assault, abuse, theft of possessions, or any
other detriment at the hands of unsuitable employees.
All positions in Barchester are subject to the Rehabilitation of Offenders Act 1974, (Exceptions)
Order 1975. In other words, the Company has the right to access, and make decisions on offences,
which would otherwise be regarded as ‘spent’.
Procedure
As a condition of employment, all staff, i.e. those newly recruited and those currently employed will
be asked to self-disclose to the Company, in complete confidence, any criminal convictions,
conditional discharges, bind-overs or cautions whether in the UK, or anywhere in the world. The
Company will verify this by requesting an ENHANCED Disclosure from either the Criminal Records
Bureau (England and Wales) or the Scottish Criminal Records Office (Scotland) which will verify this.
Your ongoing employment will be subject to the content of the Disclosure, or self-disclosure, when
it is received, being satisfactory to the Company. These checks which will be undertaken every 3
years.
When, and from whatever source, the Company receives information that an existing or prospective
employee has a police record, it will make a decision concerning that person’s ongoing employment,
or offer of employment, by taking into account the following factors:
• The nature and severity of the offence(s) in the light of the current or proposed job
Depending on the offence:
• The time that has elapsed since the offence(s)
• The person’s employment and behavioural record since the last offence
• The person’s explanation for the circumstances surrounding the offence(s) and how
convincing they are that there will be no reoccurrence.
For prospective employees, the conditional offer of employment may either be withdrawn (without
any right of appeal); confirmed (subject to all other conditions of employment having been met) or
the applicant may be invited to a meeting to discuss the issues further.
Barchester will take a much more serious view if the CRB/SCRO Disclosure is materially different, in
an adverse way, to the self-disclosure.
The Company will meet the cost of obtaining these checks on the condition that you successfully
complete your probationary period. If this period is not completed successfully, the cost at the
prevailing rate will be deducted from your final salary.
It is a condition of your employment that you notify your manager immediately if you are questioned
or arrested by the police, or charged, cautioned or convicted in connection with any criminal matter.
It is also a condition of your employment that you notify your manager immediately if you are
suspended from work, by any other employer, under the provisions of the Care Standards Act 2000
(England and Wales) or the Regulation of Care (Scotland) Act 2001.
Protection of Vulnerable Adults (POVA) List for England and Wales
Your ongoing employment in this role is dependent upon your name not being on the Protection of
Vulnerable Adults (POVA) List for England and Wales.
It is a condition of your employment that you notify your manager immediately if you are suspended
from work or if any disciplinary action is initiated by any other health or social care employer.
DISCIPLINARY AND DISMISSAL
Barchester’s vision is to be the most respected and successful provider of high quality residential
care. To achieve our vision the Company continuously aims to improve and develop its employees
by working together to maintain a high quality of service to our residents and patients entrusted to
our care.

It is the Company’s policy to have an expectation that you will achieve and maintain high standards
of conduct, behaviour, attendance and job performance, throughout the course of your employment.
The Company will set out the required standards of conduct or job performance. In addition, where
you are a member of a Professional Body, the Company will rely upon you to abide by your
professional Codes of Conduct and Ethics.
Where you fail to achieve the standards expected and if your manager agrees you need additional
training in your role there are a number of methods available to encourage and support you to
realise your potential in the job.
Where such mechanisms have not been successful the use of the Company’s Disciplinary and
Dismissal Procedure will need to be considered.
Each and every application of the Disciplinary and Dismissal Procedure will be undertaken
consistently, objectively and fairly.
Disciplinary & Dismissal Procedure - Refer Appendix 1
Potential Disciplinary Issues
Where there are issues that are not satisfactory such as poor performance, attendance, failure to
reach acceptable standards, or any matter that breaches the Company Disciplinary rules, these are
considered potential disciplinary issues.
If an offence is of a serious nature it may be deemed as Gross Misconduct. Gross Misconduct issues
may lead to Summary Dismissal (i.e.: dismissal without notice), or pay in lieu of notice.
Gross Misconduct
The Company will regard the following list of offences as Gross Misconduct. This list is not
exhaustive and is illustrative only of the types of matters deemed as gross misconduct:
• Breach of safety rules and/or any action, which endangers the health or safety of residents/
patients, visitors or work colleagues
• Breach of the Company’s IT Security Policy, including internet and e-mail abuse, e.g. visiting
and downloading pornographic material
• Acts or threats of physical violence towards other employees, residents/patients, or other

persons performing duties or services for the Company, or towards any other person who is
lawfully upon the Company’s premises
• Maltreatment of residents/patients
• Failure to administer to, or the mis-management of drugs in respect of, residents or patients
• Gross negligence
• Deregistration from a Professional body, where that registration is a condition of employment
• Refusal to comply with or wilful disregard of reasonable and lawful direct instruction
• Abandoning duty
• Unlawful discrimination, bullying or harassment.
• Indecent or lewd behaviour
• Incapacity due to alcohol drugs or other intoxicants
• Being in possession of or dealing in illegal drugs whilst at work
• Smoking in designated non-smoking areas
• Falsification of timesheets and/or pay documentation
• Falsification of the written records of the Company
• Fraud or any other illegal offence committed against the Company
• Theft of, wilful damage to, or misappropriation of property belonging to the Company, or of
residents/patients, visitors or other employees
• Wilful damage or negligence involving damage to property belonging to the Company,

residents/patients, visitors or other employees

• Performing, arranging or carrying out any work or activity which could be considered to be
in competition with, or which adversely affects in any way, the Company’s interests
• Receipt of bribes to effect the placing of business with a supplier of goods or services
• Encouraging a resident or patient to include you, or others, in their will or accepting a legacy
without approval from management
• Knowingly giving false information or deliberately omitting relevant information on the job
application form or a curriculum vitae
• Unauthorised access to, or disclosure of, any confidential information from whatever source
including any personal data under Data Protection legislation
• Criminal offence causing harm to the reputation of the Company or relations with the
Company’s employees
• The employment of relatives or close friends without the approval of senior management
• Disconnecting the Nurse Call System
• Sleeping on Duty
Suspension
You may be suspended for a period on full pay where it is believed that this course of action is
appropriate, having regard to the circumstances of the particular allegation(s).
Suspension itself is not a Disciplinary penalty and does not imply pre-judgement of guilt.
The period of suspension will be reviewed periodically, to ensure it is not unnecessarily protracted.
The reasons for the suspension will be explained to you and will be confirmed to you in writing. You
will be kept informed of developments wherever possible if the suspension is protracted outside the
control of the Company e.g. because of an ongoing police investigation.
If you have been suspended from work or otherwise forbidden from contacting other employees, and
you wish to be accompanied by a fellow employee at a Disciplinary Hearing or Disciplinary Appeal
Hearing, the request for accompaniment must be made via the suspending manager.
If you are on suspension and fail to attend any meeting or Disciplinary Hearing without good reason,
payment for suspension will be stopped.
If it is necessary for the Company to take action under the Disciplinary and Dismissal Procedure you
will be issued with a letter setting out the nature of the alleged misconduct, capability or other
circumstances, that has resulted in this action and which may result in a Disciplinary warning or
dismissal.
Right to be Accompanied
You may be accompanied at any formal Hearing by a work colleague, or Accredited Trade Union (TU)
Official.
An employee does not have to agree to accompany a fellow employee at a Hearing, he/she should
not be pressurised to do so.
Role of a Companion
Your companion may:
• address the Hearing,
• confer with you during the Hearing,
• put your case to the Hearing (if you request this),
• sum up that case,
• respond on your behalf to any view expressed at the Hearing.
However, the companion cannot answer questions put to you by the Chair of the Hearing.
Confidentiality & Record Keeping
All documents and proceedings associated in any way with any part of the disciplinary process must
remain completely confidential at all times. Any employee, companion, etc. who breaches this rule
may themselves be the subject of action under the Disciplinary and Dismissal Procedure.

It is important, and in the interests of both parties, to keep written records during the process.
Records should be treated as confidential and held in accordance with the Data Protection Act 1998.
All “live” Disciplinary records will be held on your personal file.
Witness Statements
You are under a duty to co-operate with a disciplinary investigation, if so required by the Company.
DRESS CODE AND APPEARANCE
Barchester Healthcare wishes to portray a professional business image to its residents and patients
and their families as well as the wider business community. As a result you are required to the follow
the minimum standards of dress and appearance as follows.
All employees are required to be neat, clean, well-groomed and presentable whilst at work, whether
working on the Company’s premises or elsewhere on Company business.
In our Homes and Hospitals the full Company uniform, where this is provided, must be worn
correctly at work. You are responsible for keeping your uniform clean and in good repair. The
uniform must be returned when you leave the Company. Failure to return it will result in a deduction
from your pay.
The following restrictions apply to employees in our Homes or Hospitals:
• jewellery worn should be limited to wedding rings and ear studs.
• rings with stones should not be worn if providing care as they can easily injure others and
may become damaged
• nose and tongue piercings must not be worn
• shoes should be flat and cover the toes. No flip-flop styles or high-heeled shoes are to be
worn. Training shoes are not considered appropriate footwear
• boots are not to be worn in the living areas
• other items of dress should be chosen with safety and appearance in mind
• tattoos should be covered whilst carrying out your work
Anyone who attends for work wearing clothing that, in the opinion of his or her manager, is
inappropriate may be turned away. In such a case, employees will only be paid for those hours
actually worked.
Protective Clothing
Where protective clothing is issued, it must be worn as directed and only for the purpose intended.
Protective clothing that has been used in clinical areas, or has become soiled, must not be worn in
the dining room, kitchen or food storage areas.
Employees who feel they require additional clothing for a specific task should consult their manager.
Any clothes, equipment or standards of dress identified for health and safety reasons e.g. hair tied
back, safety glasses must be adhered to at all times.
Non-Uniformed Employees
You must adhere to the following minimum dress and appearance standards appropriate for non-
uniformed employees on premises where service users or customers are present:
• Men: suit, co ordinated jacket and trousers, shirt and tie
• Women: either dress, skirt, tailored trousers or culottes, appropriate top
Notes: Where local rules apply, staff may wear smart casual clothes. Consideration will be given to
requests to respect personal, cultural or religious standards. At all times the priority will be the
welfare of our residents/patients and health and safety within the workplace.
EMPLOYMENT OF FAMILY MEMBERS
The Company acknowledges that members of the same family may be employed at the same
workplace or in the same staff group. However a member of the same family should not normally
work under the direct authority or supervision of another family member. This can also apply to staff
that have a ‘common law’ or ‘live-in’ relationship, including relationships of the same gender.

You must inform your manager in writing, in confidence, of any such relationship or situation.
In the event that such a situation arises, the Company will have discretion to deal with the matter
in whatever way it considers appropriate and reasonable in the circumstances.
EQUALITY AND DIVERSITY
Barchester Healthcare is committed to promoting diversity and equality in employment and in the
services it provides. The Company’s business success and quality of service is a reflection of the
quality and skill of people employed within the Company. A talented and diverse workforce is a key
competitive advantage.
Accordingly Barchester will ensure that recruitment, selection, training, development and promotion
procedures and benefits, terms and conditions of employment and the application of the company’s
Disciplinary and Dismissal Procedure result in no job applicant or employee receiving less favourable
treatment on the grounds of race, colour, nationality, ethnic or national origin, religion or belief,
disability, trade union membership or non-membership, sex, sexual orientation, marital status, age,
or being a part-time or fixed term worker.
The Company acknowledges there are some main groups of people who most often face
discrimination and disadvantage. We must all contribute to creating a positive learning and working
environment where discriminatory practices and discrimination no longer happen.
No individual will be unjustifiably discriminated against. Barchester Healthcare will not tolerate
behaviour in the form of discrimination, victimisation, harassment or bullying.
What Is Equality?
Equality is about making sure people are treated fairly and given fair chances. Equality is not about
treating everyone in the same way, but about recognising that their needs are met in different ways.
What Is Diversity?
People are not alike - diversity involves valuing everyone as an individual because everyone is
unique. Diversity consists of visible and non-visible factors, which include personal characteristics
such as sex, race, age, background, culture, disability, personality and work-style. This list is not
exhaustive. Embracing diversity means acknowledging, understanding, and appreciating the
differences between individuals and developing a work place that enhances their value.
Managing Equality & Diversity
Managing diversity successfully will help the Company to nurture creativity and innovation and
thereby tap hidden capacity for growth and improved competitiveness. The focus should be on
fairness and inclusion ensuring that merit, competence and potential are the basis for all decisions
about recruitment and development.
Management of diversity goes beyond equal opportunity. Instead of merely allowing a greater range
of people the equality of opportunity, diversity embodies the belief that people should be valued for
their uniqueness, their differences and their variety. Equality focuses on disadvantaged groups,
diversity is about individuality.
Objectives
Barchester Healthcare’s objective is to ensure that individuals are selected, promoted and otherwise
treated solely on the basis of their relevant aptitudes, skills and abilities.
To achieve equality and diversity managers will work with the Company to:
• Treat people as individuals with consideration and respect for their needs.
• Provide services and opportunities that are open to all.
• Provide a welcoming, supportive and safe environment for all residents, employees, and
visitors.
• Commit to developing an organisational culture that values all people and the individual
contributions that they make.
• Provide appropriate learning and development opportunities to facilitate the effective

delivery of services.
• Inform and consult employees, residents and their representatives in relation to policy
development.

• Encourage the recruitment of employees from all parts of the community and overseas.
• Influence other employers and agencies to be aware of their responsibilities under relevant
legislation and through this help to create a culture that encourages and promotes diversity.
• Carry out, monitor and review the impact of our policies and services in order to identify
changes and improvements. Actions will be taken to deal with difficulty and obstacles
identified.
• Incorporate equality actions into service planning across our facilities.
• Accept responsibility and work within the requirements set out in all relevant legislation.
Responsibilities
The implementation of the Equality and Diversity Policy and the provision of training will be the
responsibility of all managers in relation to the services each provides. The identification and
eradication of discriminatory behaviour either in the workplace or in service delivery is the
responsibility of all employees.
Management has the primary responsibility for successfully meeting these objectives by:
• Not discriminating in the course of employment against employees or job applicants
• Not inducing, or attempting to induce, others to practise unlawful discrimination
• Bringing to the attention of all employees that they will be subject to action under the
Disciplinary and Dismissal procedure for discrimination of any kind.
• Resolving Issues of Discrimination under This Policy
In addition, it is the responsibility of individual employees to:
• Provide equality of opportunity and access to all services and to avoid unlawful discrimination
in employment or service provision
• Not to induce others to discriminate as employees or service providers
• Draw the attention of management to alleged discriminatory acts or practices.
• Neither victimise nor attempt to victimise other employees or service users on the grounds
that they have made complaints or provided information about discrimination or harassment
• Neither harasses abuse nor intimidates residents, employees or others.
If you consider that you are a victim of unlawful discrimination you may raise the issue through the
Company Grievance Procedure or the Positive Employment (Harassment and Bullying) Procedure.
EXPENSES
Barchester will reimburse you for approved expenses wholly and necessarily incurred in the course
of your work, in accordance with the Company’s Expenses Policy and the regulations and
interpretation of the Inland Revenue.
It is your responsibility to familiarise yourself with the Company’s Expenses Policy which can be
obtained from your manager, the Company’s intranet or the Payroll Team, who can also clarify any
queries you may have.
FIRE INSTRUCTIONS
You must familiarise yourself with the instructions displayed on the notice boards. During your
Company induction you will be shown fire exits nearest to the area in which you are working, and
the position of the ‘break glass’ fire alarm points. Regular training and fire drills will be organised
and you must attend these sessions when required. It is every individual citizen’s responsibility to
promote and practise fire safety.
FLEXIBLE WORKING
Barchester Healthcare acknowledges the importance for employees in achieving a balance between
their work and family commitments and will endeavour to grant requests to work flexible hours
whenever possible. However the company will place restrictions on the operation of flexible working
if it deems it necessary for the proper conduct of its business and in accordance with the permitted
statutory grounds for refusal.

You can make only one application in a twelve month period and an accepted application will mean
a permanent change to your terms and conditions of employment. You may request changes to the
following:
• hours that you work
• the times when you are required to work, or
• where you work from e.g. working from home (whether for all or part of the week)
Flexible Working Procedure - Refer Appendix 1
Am I Eligible?
An employee has the right to make an application to change their working pattern or hours on a
permanent basis to facilitate looking after their children or a dependant adult. This is subject to the
following conditions being met:
• the application is to care for a child under 6 or under 18 in the case of a disabled child (i.e.
entitled to receive a disability living allowance). You must be the mother, father, adopter,
guardian, special guardian (as appointed under the Children Act 2004) or foster parent of the
child, or be married to, or the partner or civil partner of, the child’s mother, father, adopter,
guardian, special guardian (as appointed under the Children Act) or foster partner, and
expect to have responsibility for the upbringing of the child. You must apply no later than
fourteen days before the child’s sixth birthday (or eighteenth birthday if disabled)
or
• the application is to care for an adult (aged 18 or over) who is in need of care. To be entitled
to make a request for a contract variation in this case you must be caring for or expect to
be caring for a spouse, partner, civil partner or relative. If the person does not fall in to one
of these categories, the adult in need of care has to live at the same address as the carer.
You must have worked for Barchester Healthcare for 26 weeks at the date the application is made
and must not have made an application for flexible working during the preceding 12 months.
Timescales
The timescales at the various stages detailed in the Flexible Working Procedure, refer Appendix 1,
can only be extended with the agreement of both parties.
Withdrawal of Application
Your application will be regarded as withdrawn if:
• you fail without good cause to attend an arranged meeting on two or more occasions, or
• you refuse to provide the information reasonably required to assess the request
You will be notified if this is the case.
GIFTS AND LOANS
Staff must not accept a gift or 'tip' from a client, patient or resident or from a member of the client's
or resident's family or from any supplier or prospective supplier to the Company. Similarly you must
not request or accept a loan, no matter how small.
Any such offer, no matter how small, must be notified to your manager immediately.
Additionally, staff must not ask colleagues for loans of money or gifts.
GRIEVANCE
You are encouraged, in the first instance, to discuss any issues or concerns about any aspect of your
employment informally with your manager. This will result in the majority of problems being settled
quickly and easily without recourse to the formal stages of the Grievance Procedure. Attempting to
settle grievances informally does not mean that you cannot raise a formal grievance if you wish to
do so, or if the nature of the grievance makes the informal route inappropriate.
If the nature of the concern is of too personal or sensitive a nature, or involves your line manager,
you should submit your grievance to the senior manager of the Home or Hospital, or if you are based
in a Support Office this should be submitted to the Human Resources Manager.

Where the grievance concerns the senior manager of the Home, Hospital, or is a senior manager
based in one of the Company’s Support Offices, this should be submitted to the Human Resources
Manager.
The Grievance Procedure applies to all employees in the Company.
It is the Company’s policy that any application of the Grievance procedure should be undertaken
consistently, objectively and fairly and no employee should suffer any detriment from raising any
issue or concern. Employees are assured that confidentiality will be preserved at all times.
Frivolous and/or vexatious claims will result in action under the Disciplinary and Dismissal Policy.
Grievance Procedure - Refer Appendix 1
Right to be Accompanied
You may be accompanied at any formal Hearing by a work colleague, or Accredited Trade Union (TU)
Official
An employee does not have to agree to accompany a fellow employee at a Hearing, he/she should
not be pressurised to do so.
Role of a Companion
Your companion may:
• address the Hearing,
• confer with you during the Hearing,
• put your case to the Hearing (if you request this),
• sum up that case,
• respond on your behalf to any view expressed at the Hearing.
However, the companion cannot answer questions put to you by the Chair of the Hearing.
Confidentiality & Record Keeping
All documents and proceedings associated in any way with any part of the grievance process must
remain completely confidential at all times.
It is important, and in the interests of both parties, to keep written records during the process.
Records should be treated as confidential and held in accordance with the Data Protection Act 1998.
All Grievance records will be held on your personal file.
Witness Statements
You are under a duty to co-operate with a grievance investigation, if so required by the Company.
HEALTH AND SAFETY
Please make sure you read and understand the Company's policy on health and safety at work, and
the Company arrangements for fulfilling that policy. The policy manual is available to you at all
times. You must have regard for the safety and well being of yourself and others at work. Please
report all potential hazards, dangerous occurrences and accidents to your manager. It is important
that you co-operate with any investigations into accidents or dangerous occurrences.
You will be issued with a uniform or protective clothing where this is appropriate to your duties. You
are required to wear this clothing as directed – refer Dress Code and Appearance.
You are expected to contribute to 'good housekeeping' by helping to keep homes and offices clean
and tidy. In particular, you should tidy up your working area, clean up any spilled liquids and pick
up objects lying on the floor.
HOLIDAY LEAVE
Annual and Bank/Public Holiday leave and payment is as detailed in your Statement of Main Terms
of Employment. Recognised Bank/Public holidays will be communicated on a local basis.
The holiday year runs from 1st January to 31st December.

General Conditions Relating to the Taking of Holidays
Depending on local and operational requirements, you are generally only permitted to take a
maximum of 2 weeks’ holiday at any one time. Any requests for additional leave over 2 weeks will
be treated on a case by case basis and, if granted, will be at your manager’s absolute discretion.
All holidays must have prior approval i.e. before you book any holidays, giving as much notice where
possible. Requests for holidays should be submitted to your manager using a holiday request form
at least 2 weeks (4 weeks for senior members of staff) prior to the start of the required holiday
period.
Holidays will not be granted either 2 weeks prior to, or 2 weeks after, Christmas Day. If you require
exact dates please contact your manager for confirmation.
Management will respond as soon as possible to your request for holidays. No responsibility will be
accepted for monies lost for holidays booked as a consequence of your failure to comply with this
procedure should your leave not be granted.
Where too many employees require the same holiday period, which if granted would impair
operational efficiency, management will grant leave on a fair basis taking into account previous leave
granted, leave taken to date and any other relevant factors.
Sickness Absence during Booked Annual Leave
If you fall sick part way through a booked period of annual leave, or if you commence a period of
certified absence as sickness absence before the commencement of a period of booked annual leave,
you should inform your manager immediately following the Sickness Absence Reporting procedure.
Your manager will liaise with you regarding your entitlements.
Note: Under no circumstances will you receive SSP for any day in addition to annual leave payment.
Sickness Absence during Bank/Public Holidays.
Failure to report for work, if rostered, at the correct time and attend for the full working day
immediately before and after a Bank or Public Holiday will create the requirement for a medical
certificate to be produced to explain this absence. It will then be determined whether payment for
the Bank or Public Holiday is made at basic or premium rate or not at all, and whether Sick Pay
applies (all depending on contract and circumstances).
Employees off Work Sick – Accrual of Annual Leave
Annual holiday entitlement over and above the statutory minimum holiday entitlement will cease to
accrue in cases where you are absent from work for a continuous period in excess of 2 calendar
months.
Accrual of holidays will only recommence after you have completed one full calendar month of
working.
What Happens if I Return Late from Annual Leave?
Should you not return to work on your due day after annual leave this will be regarded as
unauthorised absence and you may be subject to action under the Company Disciplinary and
Dismissal Procedure.
Termination of Employment
Where termination of your employment is due to Gross Misconduct unused holiday pay will not be
paid, apart from any payment required to meet the statutory minimum holiday obligations of 4
normal working weeks.
Where you have not worked your full contractual notice period unused holiday pay will not be paid,
apart from any payment required to meet the statutory minimum holiday obligations.
HOURS OF WORK
Your hours of work will be as detailed in your Statement of Main Terms of Employment. Under the
Working Time Regulations, Barchester Health Care will not require you to work in excess of an
average of 48 hours per week averaged over a 17 week period. However, you may wish to opt out
of this agreement voluntarily, in which case you must sign the ‘opt-out’ form available from your
manager.

Even where an employee signs an ‘opt out’, Barchester Health Care reserves the right to impose
certain maximum average working hours to manage health and safety risks and to assure the quality
of care.
IT SECURITY POLICY
Barchester depends on its computers, data, information processing capabilities and

telecommunications systems for the day to day running of its business. IT systems are now a critical
part of our information infrastructure.
It is vitally important, therefore, that the security of these systems and the data held by the
Company is maintained and safeguarded.
It is your responsibility to familiarise yourself with the Company’s IT Security Policy which can be
obtained from either your manager, the Company’s Intranet or the IT Team, who can also clarify any
queries you may have.
JURY SERVICE
You are entitled to time off work to fulfil your obligations with regard to Jury Service, or if you are
required to attend court to give evidence as a witness. In the event of you being summoned, you
must notify your manager immediately providing written evidence e.g. receipt of the Jury Summons.
If your absence is prolonged you must notify your manager accordingly and keep in regular contact
throughout.
You must return to normal working immediately following your release from Jury Service or from
attending as a witness.
You are not entitled to payment for this time off, as you can claim lost earnings, travelling
allowances, subsistence directly from the Court. You must ensure that an expenses claim is
submitted to the Court in accordance with the available allowances for travelling, subsistence and
your financial loss.
LITERATURE AND OTHER MATERIAL
You must not bring onto, nor distribute on, the premises any literature, videos, audiotapes or CD
ROMs of any kind without the express permission of your manager.
MATERNITY
These notes set out your rights and obligations during your pregnancy and maternity leave.
The law which protects you at work only applies once your manager knows you are pregnant.
Notifying your manager at an early stage will be beneficial to you, in terms of organising paid time
off for ante-natal appointments, maternity leave and pay.
Maternity Procedure - Refer Appendix 1
Eligibility for Statutory Maternity Pay
You will be entitled to Statutory Maternity Pay if you meet all of the following conditions:
• you have been continuously employed for at least 26 weeks ending with the 15th week
before the Expected Week of Childbirth (EWC)
• you have average weekly earnings of not less than the Lower Earnings Limit set by the
Government for the payment of National Insurance contributions
• you are still pregnant at the 11th week before the EWC or have given birth by that time
• you give at least 28 days' notice to stop work
• you submit the Mat B1, a certificate issued by the GP or midwife which confirms the date of
child birth by the end of the 15th week before the baby is due.
The first day of SMP will start on any day of the week in accordance with the date you gave SMP to
start, or the day after the birth of the baby or the day after absence from work by pregnancy related
illness.
Please note that should you become sick with a pregnancy-related illness in the four weeks before
your Expected Date of Confinement, the Company is entitled to implement, on the following day, the
commencement of your Maternity Leave period and Maternity Pay.

Contact during Maternity Leave
You should agree with your manager reasonable contact during your maternity leave. The frequency
and nature of the contact will depend upon a number of factors, such as: the nature of the work and
your position and whether either party needs to communicate important information to the other.
Keeping in Touch Days
"Keeping in Touch Days" will allow you to work for up to 10 days without brining your maternity leave
to an end.
The work undertaken can include training and any part of a day is counted as one day. The ten days
will form part of the maternity leave - it will not extend it - and work is not permitted in the first
two weeks after the baby is born.
You and your manager must agree if you will work these days and agree the arrangements including
what you will be doing and how you will be paid. It is up to you if you wish to take up Keeping in
Touch Days and your manager does not have to offer them to you. Your manager cannot demand
that you go into work at any time during your maternity leave period nor can you be penalised for
refusing to take up a Keeping in Touch Day.
MEDICAL APPOINTMENTS
You are normally expected to ensure that medical appointments to visit the doctor, dentist, hospital,
etc. are made in your own time and outside normal working hours. In the event that this is not
reasonably practicable, time off work will be permitted to attend such appointments providing that
the appointment is substantiated with an appointment card (if requested) and the timing of the
appointment ideally causes as little disruption as possible i.e. at the beginning or end of your
working day.
MEDICAL EXAMINATIONS
You may at any time, but particularly if you are, or have been, unable to carry out your duties as a
consequence of illness or injury, be required to have an examination by an occupational health
consultant or other medical practitioner nominated by the Company, or to undergo other health
screening. Any expense incurred will be met by the Company. If contact with your own general
practitioner is considered necessary, the Company will seek your written permission in advance.
If an employee refuses to submit to a medical examination, the Company may have to make a
decision based upon the facts available.
You must tell your manager of any change in your health that might affect your work, either
temporarily or permanently.
MOBILE TELEPHONES AND CAMERAS
For Home based staff, the only place where it will be permissible for an employee to have a mobile
telephone handset switched on, on Company premises, will be in the staff room. If you wish to keep
your mobile telephone on your person, rather than leave it elsewhere in the Home, then this is
acceptable, as long as it is not switched on when you are actually on duty.
Unless so requested as part of your job role, the photographing or filming of fellow employees,
residents, patients, visitors or any member of the public without their consent may breach an
individual’s right to privacy and could in certain circumstances constitute harassment.
This policy is designed purely to protect our service users. We do not wish to prohibit reasonable
freedoms on the part of staff.
For staff in other Company premises, personal mobile telephones should not be switched on during
working hours except during approved breaks or emergency circumstances.
MONEY OWING TO THE COMPANY
The Company has the right to deduct from your pay, or otherwise to require repayment by other
means, any sum which you owe to the Company including, without limitation, any overpayment of
pay or expenses, loans or advances made to you by the Company, or any other item identified in
your contractual document or the Employee Handbook as being repayable by you to the Company.
NAME BADGES
All employees working in units are required to wear name badges in order that your name can be
clearly seen.

NEW EMPLOYEES' PROBATIONARY PERIOD
A formal review for new staff is carried out within the first three months of employment (unless the
individual contract of employment specifies a longer period). If your performance is satisfactory,
your appointment will be confirmed by your manager in writing.
If you have not performed satisfactorily during this period, your probationary period may be
extended, or your employment may be terminated with one week’s notice.
NIGHT WORKERS HEALTH ASSESSMENT
Barchester Healthcare is under a legal obligation to offer you free health assessments if you work
night shifts. This is because there are health risks associated with night work.
You will be required to complete a Night Work Assessment form periodically. This will be sent to you
by your line manager. If your answers give cause for concern you will be asked to attend a medical
examination by occupational health and it is a condition of your employment that you attend this.
Any employee who falls pregnant must notify their line manager immediately if they work night
shifts so that the Company can carry out appropriate risk assessments in respect of night work
duties.
OTHER EMPLOYMENT
You must not become engaged or concerned in any other business which is in competition with the
Company, or where your duties may conflict with the interests of the Company, without written
consent from your manager. You must not become engaged in any other occupation that may
interfere with your attendance, punctuality, alertness, quality of care given, health and safety or any
other aspect of your work. In particular, the Company is required to have knowledge of any
additional employment undertaken in order to carry out its obligations on working hours and rest
periods under the Working Time Regulations.
OVERTIME
You may be requested to work additional hours from time to time when workload and other
situations warrant it. Your manager will determine the need for such additional hours, when it is to
be worked and the employees required, taking into account the circumstances prevailing at the time.
Except in the case of emergency, you will be given reasonable notice, where practicable. Should you
be unable to work overtime on any occasion, you must notify your manager so that alternative
arrangements can be made.
Any premium rates payable will be advised to you locally.
PARENTAL LEAVE
Barchester Healthcare recognises that work and parenthood can create conflicting demands and
pressures. Parental leave allows you to take unpaid leave to balance your family and work
commitments.
A qualifying employee is entitled to 13 weeks’ unpaid leave for each child. Parents of disabled
children are entitled to 18 weeks’ unpaid leave for each child. Part–time employees will receive a
pro-rata share of this leave.
Am I Eligible?
To qualify you must have at least 1 year’s continuous service with Barchester Healthcare and:
• be the parent (named on the birth certificate) of a child who is under five years of age on or
after 15 December 1999; or
• have adopted a child under the age of eighteen. The right lasts for five years from the date
on which the child is placed for adoption; or until the child’s eighteenth birthday, whichever
is the sooner; or
• have acquired formal parental responsibility for a child who is under five years old; or
• be a parent, adoptive parent or have parental responsibility for a disabled child under the
age of eighteen.

How & When Can Leave Be Taken
Leave can only be taken in blocks or multiples of one week (the exception is that parents of disabled
children can take leave in blocks, or in multiples of one day). Four weeks is the maximum amount
of leave that can be taken in any calendar year.
Procedure
You must give a minimum of 21 days’ written notice of your request to take Parental Leave by
completing the Parental Leave Application form. This can be obtained from your manager.
Postponement
Your manger can postpone the requested leave but for no longer than six months after the beginning
of the period that you originally requested to start your Parental Leave. Your manager will discuss
the matter with you and confirm the postponement arrangements in writing to you, setting out the
revised dates of Parental Leave.
Evidence
At the first request for each child you must provide documentary evidence of your parental
responsibility and the child’s age, such as a copy of the birth certificate or adoption order, and attach
this to the application form. Evidence includes:
• birth certificate of child
• evidence of adoption placement
• evidence of receipt of disability allowance (in the case of a disabled child)
• notice of the expected week of childbirth (when a father-to-be requests leave to immediately
follow the birth)
Rights during Parental Leave
If the leave is for a period of four weeks or less, you are guaranteed the right to return to the same
job as before.
If the leave is for a longer period or where parental leave follows maternity leave you are entitled
to return to the same job, or, if that is not reasonably practicable, a similar job which has the same
or better status, terms and conditions as the original job.
PATERNITY LEAVE
Barchester Healthcare is committed to helping working parents to balance work and family life.
Paternity leave allows you to take some paid time off to care for a child and/or to support the mother.
If you qualify you are entitled to 2 weeks of paid paternity leave (or an appropriate pro-rata
entitlement for a part-time employee) if your wife or partner is pregnant or plans to adopt a child.
Am I Eligible?
Statutory Paternity Pay and paternity leave are available to a:
• biological father
• partner, husband or civil partner that is not the baby’s biological father
• female partner in a same sex couple.
You must be able to declare that you will:
• be responsible for the child’s upbringing, and
• take time off work to support the mother or care for the child.
Birth of a Child – Eligibility
In order for you to take leave, the following conditions must all be met:
• You must have been continuously employed by Barchester Healthcare for at least 26 weeks
by the 15th week before the expected week of childbirth; and
• You must give notice of your intention to take the leave on or before the 15th week before
the expected week of the child’s birth (or as soon as reasonably practicable) specifying the:

o expected week of the child’s birth

o length of period of leave you are requesting
o date you are requesting the leave to begin.
Adoption of a Child – Eligibility
An eligible employee (either male or female) is entitled to take paternity leave when a child is newly
placed for adoption. In order for you to take leave, the following conditions must all be met:
• The child must be under 18 when placed with the adoptive parents
• You must have been continuously employed by Barchester Healthcare for at least 26 weeks
by the week in which an approved adoption agency matches an adopter with a child
• When you give notice of the intention to take the leave you must include:
o the date on which you were notified of the match with the child;
o the date on which the child is to be placed with you
o length of period of leave you have chosen to take
o date you have chosen the leave to begin.
You must give notice to your manager of no more than 7 days after the date when you have been
notified of being matched with a child.
Length of Paternity Leave
If you qualify you can choose to take either one week or two consecutive weeks’ leave (not odd
days). If you choose only one week, the second week is lost – it may not be taken at a later date.
For multiple births, only one period of leave is allowed.
Procedure
You must complete the Paternity Notification Form, which can be obtained from your manager and
submit this to him/her within the timescales stated above. You may change your dates as long as a
minimum of 28 days’ notice is given wherever practicable.
When Can Leave Be Taken?
You can choose to start leave:
• from the date of the child’s birth or adoption placement (whether this is earlier or later than
expected), or
• from a chosen number of days or weeks after the date of the child’s birth or adoption
placement i.e. 2 weeks after the birth, or
• from a chosen date on the calendar e.g. 24th April.
Leave can start on any day of the week on or following the child’s birth or adoption placement but
must be completed:
• within 56 days of the actual date of birth or adoption placement of the child
• if the child is born early, within the period from the actual date of birth up to 56 days after
the first day of the expected week of birth.
Statutory Paternity Pay
During paternity leave, most employees are entitled to Statutory Paternity Pay (SPP). The rate of
SPP is the same as the standard rate of Statutory Maternity Pay or 90% of average weekly earnings
if this is less. If you have average weekly earnings below the Lower Earnings Limit for National
Insurance Contributions purposes you do not qualify for SPP.
If you do not qualify for SPP you may be able to get Income Support whilst on paternity leave.
Additional financial support may be available through Housing Benefit, Council Tax Benefit, Tax
Credits or a Sure Start Maternity Grant. You should contact your Local Jobcentre Plus office or Social
Security office.
Employee Rights
All contractual benefits apart from pay will continue during paternity leave.
You have the right to return to your original job after paternity leave.

PAY OVER-PAYMENTS
Where you discover that an overpayment of salary or wages has been made, you should notify your
manager immediately so that the matter can be investigated.
PENSIONS
As a minimum, all employees are entitled to participate in the Company’s stakeholder pension
arrangement, details of which can be obtained from your manager. If you are entitled to any
alternative pension arrangement you will receive separate documentation detailing your options.
PERFORMANCE
You are expected to achieve and maintain a good standard of work and to show a conscientious
approach to the job and to the detail of that job to a standard that may reasonably be expected.
You are expected to show the skill or aptitude required for the job, especially where such skills are
claimed or implied at the time your employment commenced.
You are engaged on the basis that you must be prepared to undertake reasonable duties other than
those for which you have been specifically engaged to ensure maximum efficiency.
An orderly and courteous manner must be maintained in front of service users and any visitors to
the premises.
PERSONAL DETAILS
We need to keep up-to-date information of your home address and telephone number, together with
the name, address and telephone number of your emergency contacts and next of kin. Please
inform your manager in writing of any changes to these details. The Company will not be responsible
for any issues arising out of your failure to notify changes in your personal details.
PERSONAL PROPERTY
You are expected to take all precautions to ensure that your personal property is left safe and
secure. If lockers are provided it is recommended that these are used for storage of personal
belongings. The Company cannot accept responsibility for any loss or damage to personal property
howsoever caused.
The Company will, of course, take every reasonable step to recover lost property, but you are
advised not to leave articles of value on the premises.
POSITIVE EMPLOYMENT (HARASSMENT AND BULLYING)
Barchester is committed to providing a harmonious working environment where all employees are
treated with dignity and respect.
The Company does not condone harassment or bullying of other employees, service users or
members of their family or any other party associated with the Company. Harassment on the
grounds of sex, sexual orientation, religion or belief, marital status, disability, age or on any other
criteria or circumstances is unacceptable. All employees are expected and required not to behave
in such a way as to cause offence to others.
Harassment or bullying in any form is unacceptable behaviour.
What is Harassment?
Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile,
degrading, humiliating or offensive environment for them.
The following are examples of behaviour that may amount to harassment (the list is not exhaustive):
• unwanted physical contact of a sexual nature
• inappropriate, suggestive or uninvited comments or demands for sexual favours
• intimate questioning about personal or sexual life, gossip or speculation about sexuality
• offensive jokes, banter, abuse, language, swearing, shouting, lewd comments, name calling,
gossip, offensive graffiti, posters/calendars, flags, emblems etc.,
• threats, physical assault, aggression, insulting behaviour or gestures

What is Workplace Bullying?
Workplace bullying is any behaviour, occasional or persistent, by anyone, that intimidates or

oppresses another person, possibly through misuse of power or position. It can be direct or indirect
- either verbal, physical or otherwise, conducted by one or more persons against another or others,
at the place of work and/or in the course of employment, which invariably has a negative effect on
the victim’s self-confidence, self-esteem and general well-being. It can be subtle in nature and is
intended to hurt.
The following are examples of behaviour that may constitute bullying (the list is not exhaustive):
• threats, abuse, gossip, teasing and practical jokes

• humiliation and ridicule either in private, at meetings or in front of customers/clients
• constant and excessive supervision
• overruling a person’s legitimate authority
The Company fully recognises the right of all its employees to complain about harassment or bullying
should it occur.
The Company has developed a procedure through which you can confidentially raise complaints
relating to harassment and/or bullying.
Harassment & Bullying Procedure - Refer Appendix 1
Every effort will be made to ensure that you are not victimised if you make a complaint. Any
complaint of victimisation will be dealt with promptly, seriously, and in complete confidence.
Witness Statements
You must co-operate with an investigation, or comply with any instruction to attend a meeting, if so
requested.
Malicious Complaints
Frivolous and/or vexatious claims will result in action under the Disciplinary and Dismissal
Procedure.
Preventing Harassment/Bullying
We all have a responsibility to discourage harassment/bullying and prevent it from taking place by:
• Being aware of the serious and genuine problems that harassment/bullying can cause and
ensuring that our behaviour does not cause others to feel harassed or bullied. Suggesting
that no offence was intended or claiming ignorance of the effect will not be considered as a
defence against unacceptable behaviour
• Making our colleagues aware if certain conduct or behaviours is causing concern or offence
to ourselves or to others
• Alerting a Manager to any incident of harassment or bullying to enable the matter to be dealt
with
• Informing employees and colleagues that they should discourage harassment or bullying by
making it clear that they find such behaviour unacceptable and by supporting colleagues if
they are being harassed or bullied, and are considering making a complaint.
PRIVATE TRADING
Private trading on the Company's premises is not allowed.
PROCESSING OF PERSONAL DATA
Data Protection legislation regulates the way in which certain data about yourself, both in paper and
electronic form, is held and used.
The following will give you some useful information in terms of the type of data that is kept about
you and the purposes for which this is kept.
Throughout employment and for as long as is necessary after the termination of employment, the
Company will need to process data about you for purposes connected with your employment
including your recruitment and termination of your employment.
Processing includes the collection, storage, retrieval, alteration, disclosure and destruction of data.

The kind of data that the Company will process includes:
• any job references obtained during recruitment

• details of terms and conditions of employment
• payroll details
• tax and national insurance information
• details of job duties and job descriptions
• details of health and sickness absence records
• details of holiday records
• details of request for maternity, adoptive, parental or paternity leave
• information about performance and conduct
• details of any disciplinary investigations and proceedings
• training records and internal promotions
• contact names and addresses in case of emergencies
• correspondence with outside agencies - for example, the Inland Revenue.
The Company believes that those records used are consistent with the employment relationship
between the Company and yourself and with the data protection principles.
Data held is for management and administrative use only but from time to time this may need to
be disclosed to relevant third parties (e.g. where legally obliged to do so by the Inland Revenue or
where requested to do so by yourself for the purpose of giving a reference).
The Company may also hold some sensitive data, as defined by the legislation, about you. For
example, this could be information about health, racial or ethnic origin, criminal convictions, trade
union membership or political or religious beliefs.
Such information may be processed not only to meet the Company’s legal responsibilities but, for
example, for purposes of human resources management and administration, suitability for
employment and to comply with equal opportunity legislation.
Since this information is considered sensitive, the processing of which may cause concern or
distress, you will be asked to give express consent for this information to be processed unless the
Company has a specific legal requirement to process such data.
Employee Right to Access Personal Data
You may, within a period of forty days of your written request or, where applicable, a period of forty
days from the payment of the fee, inspect and/or have a copy, subject to the requirements of the
legislation, of information in your own personal file and/or other specified personal data and, if
necessary, request corrections should you regard such records to be incorrect. If you wish to do so
you must make a written request to your Line Manager. An administration fee of £10 may be
required by the Company.
PROFESSIONAL REGISTRATION NUMBERS
If you are a qualified healthcare professional, the validity of your professional registration number
is a condition of continued employment by the Company. The Company reserves the right to move
you to other duties, on the appropriate rate of pay, for any period when your registration may have
lapsed, or to terminate your employment with notice.
PROTECTING THE COMPANY’S INTERESTS
You are expected to act wholeheartedly in the interests of the Company at all times. Any conduct
detrimental to its interests or its relations with any third party, or damaging to its public image, shall
be considered to be a breach of the Company's policies.
PUBLIC DUTIES
You are entitled to request ‘reasonable’ time off, unpaid, during working hours to perform the duties
associated with being a member of a:
• local authority
• police authority

• statutory tribunal
• managing or governing body of an educational establishment
• health service or education body
• prison visiting committee
• Environment Agency, or being a
• Justice of the Peace
‘Reasonable’ time off will only be granted in order to attend meetings of the body or any of its
committees or sub-committees or to perform duties approved by the Body.
In the event that you require time off to attend any of the above duties you must submit a written
request giving as much advance notice as possible to your manager detailing the body that you are
a member of, detailing the duties that you are requesting unpaid time off for and the dates and
times pertaining to your request. You should attach to your written request any appropriate
evidence related to your request.
You must return to normal working immediately following release from the agreed duties.
REDUNDANCY AND SECURITY OF EMPLOYMENT
Every attempt will be made to ensure your continuing employment in the event that the Company
is faced with a shortage of work situation or is unable to provide you with work for any other reason.
However, this could include temporarily placing you on short-time working or laying you off from
work; in these circumstances you will be paid for those hours worked, or in accordance with the
statutory guaranteed pay provisions.
If the need arises to reduce the number of employees, the overriding consideration at all times will
be the future viability of the business. The Company will use such criteria, as it considers
appropriate to the circumstances, at the time of considering redundancy.
REFERENCES FOR EX-BARCHESTER HEALTH CARE STAFF OR CURRENT STAFF SEEKING

ALTERNATIVE EMPLOYMENT
Only managers and senior staff who are so authorised may provide references on behalf of
Barchester Healthcare to other employers in respect of current or previous Barchester Healthcare
staff.
REGISTRATION AND REGULATION
In addition to existing professional regulatory bodies such as the General Medical Council and the
Nursing and Midwifery council the following statutory bodies have been established:
England - General Social Care Council
Wales - Care Council for Wales / Cynfor Gofal Cymru
Scotland - Scottish Social Services Council
Each Council has a national remit to register social care workers and regulate their conduct and
training. It is intended that over time, social care workers of all levels will be registered - from
residential care workers through to directors of social services.
The Councils have worked together to jointly develop and produce Codes of Practice for the guidance
and regulation of employers and workers. These can be obtained via your manager or from the
Regulation Office and you should ensure that you make yourself familiar with the relevant Code of
Practice.
The purpose of these Codes is to set out the conduct that is expected of social care workers and to
inform service users and the public about the standards of conduct they can expect from social care
workers. It forms part of the wider package of legislation, practice standards and employers’ policies
and procedures that social care workers must meet. Social care workers are responsible for making
sure that their conduct does not fall below the standards set out in the relevant Code and that no
action or omission on their part harms the well-being of service users.
The registers of those working in social care aim to be a public record that those registered have
met the requirements for entry onto the register and have agreed to abide by the standards set out
in the Code of Practice for Social Care Workers. The Councils will take account of the standards set

in the Codes of Practice in considering issues of misconduct and in making decisions as to whether
a registered worker should remain on the register.
Employees already registered with an equivalent organisation in another field i.e. the Nursing and
Midwifery Council or General Medical Council etc, will not be required to join the relevant register for
social care but should abide by their own professional Codes of Conduct.
REPORTING ABUSE
Should you observe abuse taking place against a service user, fellow employee or any other
individual on the Company’s premises it is a condition of your employment that you report this
immediately to management. Management will then investigate the allegations in accordance with
the Reporting Abuse Policy.
RESIDENTIAL POSITIONS
If, at any time during your employment, you live in one of the Company's Homes, or other property
owned by or rented in the name of Barchester Healthcare, you will be required to sign an
Accommodation Agreement. The provisions of this Agreement will form part of your Contract of
Employment.
RETIREMENT
The intended retirement age for employees of Barchester Healthcare is 65 years.
In practice this will mean that the retirement date is the actual date on which your retirement age
is reached.
When you are within a year of the intended retirement date you have a right to request working
beyond the Company’s intended retirement age.
Retirement Procedure - Refer Appendix 1
SALE OF ALCOHOL
Where the Care Home holds a Licence for the sale of alcohol the following policy will apply. It is the
duty of all persons concerned with the sale of alcohol to ensure full compliance with all statutes,
regulations and conditions relating to licensing of the premises.
To this end the Company recognises its responsibility to train and educate all employees involved in
the sale of alcohol. It is of fundamental importance that you comply with these requirements and all
rules governing any work undertaken relating to the sale of alcohol.
Accordingly, you must:
• only operate within the Permitted Hours for sale and consumption of alcoholic beverages
which will be notified to you.
• not supply to any member of the public (residents’ guests excluded) any alcoholic beverage
outside the Permitted Hours.
• not supply alcoholic beverages directly or indirectly, to persons under the legal minimum age,
and refuse to supply anyone you believe to be under age.
• ensure any commodity sold conforms to the description on the label and to the specific
request of the customer; in cases where this is not available, an alternative must be offered.
• ensure that any alcoholic beverage supplied in measures shall be so supplied in accordance
with the provisions of the Measuring Equipment (Intoxicating Liquor) Regulation 1983 and
the Capacity Measures (Intoxicating Liquor) Regulations 1983 or any subsequent
amendment.
• not adulterate alcoholic beverages, except at the express request of the customer.
• ensure that the price charged is the same as that displayed in the premises.
• not serve or sell alcoholic beverages to a person who appears to be drunk or under the
influence of medication or prohibited drugs.
• not leave the bar, till or stock unattended at any time whilst the premises are open to the
public.
• not smoke within any serving area.

• be courteous and polite at all times when dealing with customers.

• not accept gifts in any form from suppliers without prior permission.
If you serve or use an incorrect measure in the presence of a duly authorised Government Officer
you will be liable to prosecution resulting in a fine and/or imprisonment.
SECURITY, SEARCH AND SURVEILLANCE
The Company is aware of the obligations concerning privacy arising from the Human Rights Act.
However, where the Company has a reasonable suspicion of misconduct, the contents of any parcel,
package, bag, clothing or case etc. might be inspected before it is brought onto or taken off the
premises by an employee. Employees and/or their vehicles entering or leaving the premises may
also be searched. The Company may also search the living accommodation of residential staff at
any reasonable time.
If an employee refuses to be searched, the Company may have to make a decision based upon the
facts available in the light of such a refusal.
The company reserves the right to conduct covert surveillance where it has reason to suspect abuse,
fraud, theft or other such serious misconduct.
SICKNESS ABSENCE
Barchester aims to optimise the attendance of all employees to ensure the effective running of its
Care Homes, Hospitals and Support Offices. However, it is recognised that a certain level of sickness
absence is inevitable and, where possible, the Company will endeavour to provide any necessary
support to employees, (subject to operational requirements).
Notification Procedure
If you are unable to attend work due to sickness you must notify your manager, or an appropriate
person in charge, by telephone (text messages are not acceptable) on the first day of absence. If
you work:
• Office hours e.g. 9am – 5pm

Absence must be notified on or about your normal starting time
• Day or night shift in a Home or Hospital

Absence should be notified at least 2 hours before the shift commences, or earlier if known.
If you are unable to make a telephone call due to the nature of your sickness you should arrange
for someone to make the call on your behalf, notifying them of the name of the appropriate person
to contact.
If the absence continues you should telephone your manager on the fourth day of absence to provide
an update on your condition and anticipated date of return to work.
If absence will continue beyond 7 days you should telephone your manager on day 8 advising that
you will be obtaining a Medical Certificate, which must be forwarded as soon as possible to your
manager.
Certification
Before any sickness payment can be made the period of absence must be supported with
documentary evidence, which should be submitted to your manager, as follows:
• Self-Certification Form for absence of up to and including seven calendar days

o You must complete a Self-Certification Form on return to work
o However, if the absence continues beyond seven continuous days you will be sent the
Form for completion and return (a stamped addressed envelope will be enclosed).

• Medical Certificate for absence of more than seven calendar days

o You should obtain a Medical Certificate from your GP
o A current Medical Certificate should be forwarded to cover any ongoing periods of
absence
• Private Medical Certificate. In some circumstances the Company may require you to
provide a private medical certificate, e.g.:
o For absences of 7 days or less
o For absence before or following an Annual or Bank/Public Holiday
o An appearance or disposition that gives management cause for concern that you are not
fit for work or may not be receiving adequate medical attention
The Company may reimburse you the cost of obtaining these certificates.
Recording and Monitoring
Self-Certification Forms, Medical Certificates and medical reports obtained from your GP or
Occupational Health will be treated as sensitive personal data under the Data Protection Act and will
be retained on your personal file, along with any signed consent forms for medical information.
All periods of absence, sickness and any other absences, e.g.: doctor’s/dental appointments, time
off for dependants, Compassionate Leave, Parental Leave, Time Off for Public Duties/Jury Service,
will be recorded on an Attendance Record Form, thereby providing an overview of your attendance
record at any given time.
Sick Pay
You will receive Statutory Sick Pay (SSP), where you qualify, for up to 28 weeks. SSP is paid from
the 4th day of absence at the statutory rate. SSP is subject to income tax and N.I. contributions.
Please refer to the Statutory Sick Pay section in this Employee Handbook.
Return to Work Interviews
If you have been absent due to sickness you will have a Return to Work Interview with your
manager, regardless of the duration and cause of absence.
Meetings
During any period of absence the Company may ask you to attend a meeting so that your state of
health, likely prognosis and anticipated return to work date may be discussed.
Access to Medical Records
In order to gain as much information about your medical condition, the Company may also request
your permission to contact your GP to ask for a Medical Report.
Medical Examination
It is a contractual requirement that you attend a medical examination by Occupational Health where
requested by the Company, in order to obtain a medical report. If you refuse to comply with this
requirement you will be in breach of your Contract of Employment. In such circumstances you will
be advised that any subsequent decision regarding any action to be taken, will have to be made in
the absence of medical evidence and advice and that ultimately this could disadvantage you and
jeopardize your employment with the Company.
Extended Absences
The Company will be sympathetic when you are genuinely ill but should you be persistently off work
through ill-health or long-term injury or incapacity, it may not be possible for the situation to
continue indefinitely and your employment may be reviewed and termination of employment may
have to be considered.
Ending employment will not take place without:
• Full consultation
• Medical investigation
• Consideration of alternative employment

Disability
If you have a disability or become disabled within the meaning of the Disability Discrimination Act
1995, the Company will consider making reasonable adjustments to your job to accommodate your
short or long term requirements. This will be decided in conjunction with a medical report from
Occupational Health and/or your GP or specialist medical services. You will be fully consulted at all
times. If reasonable adjustments or alternative employment prove not to be viable options, and
there is no likelihood of a return to work in the near future, a decision to end employment may be
the inevitable outcome.
SMOKING AND EATING
Smoking is not allowed on the premises, except in any areas specifically notified. Breaking this rule
is considered gross misconduct and may result in dismissal.
Some homes are designated non-smoking and therefore smoking is forbidden in any part of the
home, and in some cases, also in the home grounds.
Food and drink may only be consumed in designated areas.
SPEAKING ENGLISH IN THE WORKPLACE
English is the main language in the United Kingdom and therefore, for business reasons, it is the
required language of communication in the Company’s workplace. Speaking a common language at
work avoids misunderstandings, for example on health and safety, it is conducive to good working
relations and it is a matter of common courtesy not to exclude people from conversations that might
concern or relate to them.
Therefore you must speak English at work when discussing work-related matters, whether this is
with your manager, with fellow employees or with residents or patients or their families.
If you have particular language difficulties in speaking English, the Company will assist you insofar
as is reasonably practicable in understanding relevant conversations or work-related issues. This
might include appointing another employee who speaks the same native tongue to be your mentor.
SPECIAL UNPAID LEAVE
The Company may, in certain circumstances, consider requests for special unpaid leave e.g.
attending Trade Union activities, fertility treatment, study leave, etc. However such requests will
only be considered where you have used all of your paid annual leave entitlement.
Special leave is operated entirely at the discretion of the Company and it may be withdrawn at any
time.
Should you wish to apply for special unpaid leave you should apply in writing to your Manager stating
the period of leave requested and the reasons for it.
STATUTORY SICK PAY
Statutory Sick Pay (SSP) will be paid when you are absent from work due to sickness, provided that
you have complied with the requirements and conditions attached to its payment.
When is SSP Payable
SSP cannot be paid for the first 3 days of sickness. Therefore, payment usually starts on the 4th
day of absence, and continues for as long as you are absent, up to a maximum of 28 weeks in any
one period of sickness.
SSP is paid in exactly the same way as normal earnings.
When is SSP not Payable
SSP is not payable in certain circumstances, the principal ones being:
• if your average weekly earnings are less than the figure set by the Government for the
payment of National Insurance Contributions
• for absence of less than 4 days
• if you have failed to follow the Sickness Notification Procedure
• if your employment has terminated
• where Statutory Maternity Pay is being paid to you

• for days on which you do not normally work (e.g. if you work Monday to Friday and not at
weekends, SSP will normally apply to those 5 days only). It also only applies to contracted
hours only.
The rules on SSP are very complex and you should not hesitate to raise any query you may have
with the Company.
Your Statement of Employment details the remuneration to which you may be entitled during periods
of sickness.
TELEPHONE CALLS
The use of the Company's telephones for private incoming or outgoing calls is restricted to cases of
genuine emergency.
If any employee has an urgent need to make a telephone call during their shift, the Home Manager
has discretion to allow this from the Home BT line.
Similarly, if there is an urgent need for someone outside to contact an employee during his or her
shift, they should call the main BT number, and the employee will be summoned to take the call as
soon as possible.
The company reserves the right to monitor or record calls made via its telephone systems, where it
is lawful to do so, for work-related purposes.
TERMINATION OF EMPLOYMENT
If you wish to resign from your employment, you must give notice, as specified in your Main Terms
of Employment, in writing, to your manager, stating the date on which you wish to leave. You will
normally be expected to work your period of notice. You will be paid any monies due to you on the
normal payday following your departure. Your P45 will be sent to you by post.
You must ensure that any property or clothing issued to you by the Company is returned on leaving.
The period of notice that the employer will be required to give to terminate your employment is also
set out in your Main Terms of Employment.
The Company reserves the right, once notice to terminate has been given by either party for
whatever reason, to refuse to allow the employee to enter any of the Company’s premises. In such
circumstances, the employee will remain on full pay and in receipt of all contractual benefits until
the date of termination.
Gross Misconduct
You will be summarily dismissed (i.e. without notice or payment in lieu of notice) if there has been
an act of Gross Misconduct. Generally this includes a fundamental breach of your Contract of
Employment, conduct which brings the Company into disrepute or action which is inconsistent with
the relationship required between employee and employer. Further examples are contained under
the Disciplinary and Dismissal Procedure in this Employee Handbook.
TIME OFF TO CARE FOR DEPENDANTS/FAMILY EMERGENCIES
Barchester Healthcare recognises that there may be occasions when you require reasonable unpaid
leave due to an unforeseen emergency connected with your immediate family, your dependants or
household Your absence, even when it is unpaid, affects the efficiency of the service we can provide,
therefore you are expected to use this leave to cover only the emergencies which it is designed to
assist.
Am I Eligible?
You are entitled to this right from day one of starting your job.
The Meaning of a Dependant
Your husband, wife, partner or civil partner, child or parent, or someone living with you as part of
your family can all be considered as depending on you. Others who rely solely on you for help in an
emergency may also qualify. It does not include tenants or boarders or anyone employed in the
household like a nanny.

When is Reasonable Time off Permitted?
An emergency is when someone who depends on you:
• is ill and needs your help

• is involved in an accident or assaulted
• needs you to arrange their longer term care
• needs you to deal with an unexpected disruption or breakdown in care, such as a childminder
or nurse failing to turn up
• goes into labour
You can also take time off if a dependant dies and you need to make funeral arrangements or attend
the funeral.
A reasonable amount of leave will be allowed to deal with such emergencies. The approval for unpaid
time off will depend on the individual circumstances and the amount of time off requested. In most
cases, one or two days would be considered sufficient to deal with the problem or make forward
arrangements.
What if I Know in Advance that a Problem Will Arise?
If you know beforehand that you are going to need time off, you may be able to arrange with your
manager by taking another form of leave – for example, if it involves a child, Parental Leave could
be an option.
Procedure
You must follow the sickness absence reporting procedure to inform your Manager that you require
time off and the reason for the absence and advice of the likely duration of the absence.
You must complete a Self-Certification Form on your return to work in order to record the absence,
with the Manager following up with a return to work interview, as appropriate.
TRAINING
Provided that you have been given reasonable advance warning, the Company requires you to
attend courses of training, applicable to your employment, which take place outside your normal
working hours, or on days when you would not normally be required to work. You will be paid at
your normal basic rate for such time.
Where statutory, regulatory or Company measures require you to undertake training programmes
e.g. NVQ’s, this will be a binding condition of your employment.
TRANSFERS
Any transfer requests will be considered positively along with any other applicant(s) both internal
and external who may apply for any vacant position in another Care Home/Hospital or other work
location.
It is policy that any employee of Barchester Healthcare is permitted to apply to transfer from one
home to another after 12 continuous months of employment.
You are advised not to contact Care Homes/Hospitals directly but follow the transfer request
procedure as follows.
Transfer Request Procedure
• You must complete a transfer request form, which can be obtained from your Manager, and
forward this to him/her for discussion/authorisation.
• Transfer requests can only be considered if there is a vacancy at the chosen Care
Home/Hospital and will be co ordinated by the Recruitment Team.
• If your transfer is approved the Recruitment Team will liaise with the manager and yourself
in order to notify you of any current or future vacancies that may arise.
• You must apply by submitting a job application form and you will be considered along with
any other internal/external applicant(s) in line with the Company’s recruitment procedure.

• If successful you should note that pay rates, terms & conditions and accommodation charges
may be different at the requested Care Home/Hospital or other work location. In such
circumstances new terms and conditions will be confirmed to you in writing with your
appointment being subject to satisfactory completion of any conditions of employment.
• Any additional travel arrangements and/or costs associated with your transfer will be your
responsibility.
You will receive a modified and appropriate induction into your new place of work.
WHISTLE BLOWING
The Public Interest Disclosure Act places a responsibility on the Company to deal with certain
complaints made by you in a fair and reasonable manner. It does not give a general ‘blanket’ right
of protection to employees.
NB Any personal complaint by you about your own employment should be pursued through the
company’s Grievance Procedure.
You have a responsibility to act in a responsible and reasonable manner and within your professional
code of conduct, if appropriate.
These arrangements are intended to provide protection for employees who ‘blow the whistle’ in
certain situations. The disclosure must, in the reasonable belief of the worker, tend to show one or
more of the following:
• that the health or safety of any individual has been, is being, or is likely to be, endangered
• that a criminal offence has been , is being or is likely to be, committed
• that a person has failed, is failing, or is likely to fail, to comply with any legal obligation to
which he or she is subject
• that a miscarriage of justice has occurred, is occurring, or is likely to occur
• that the environment has been, is being, or is likely to be, damaged
• that information tending to show any matter falling within any one of the preceding
paragraphs has been, is being, or is likely to be, deliberately concealed.
You should be aware that the Company would endeavour to maintain your confidentiality and
anonymity when dealing with any allegation made under this procedure. However it must be
acknowledged that this might not always be possible and may be dependent on the nature of the
allegations being made. If we do have to release your name, you will be notified beforehand, if
possible.
Procedure
If you have a cause for concern or complaint, you should utilise one of the following options:
• In the first instance, contact your immediate manager

• Contact senior management directly as soon as possible after an alleged incident i.e.
Regional Operations Director, Director or Human Resources.
• Make use of the Company’s free-phone line on 0845 1201421 quote 71889, which is private
and confidential. This is a 24-hour line – where messages can be left out of hours.
Company procedures, and the law, encourage you to exhaust internal processes before
considering any course of action external to the Company.
WILLS
Staff must not have any involvement in the will of any resident, patient or relative of a resident or
patient, whether this is as executor, witness or in any other role. If you are invited to be a
beneficiary, or told that you are to be a beneficiary, you must decline this and inform your manager
immediately. If you find out after the reading of a will that you have been made a beneficiary, this
must also be reported immediately to your manager.
WORKING PROCEDURES
You must observe and adhere to the Company’s working procedures.

Appendix 1
Procedural Flow Charts

Adoption Procedure
Once you have confirmation from the Adoption Agency that you have been placed
with a child you should notify your Manager ASAP
You will have an informal meeting with your Manager to advise you of the following
• Matching Certificate – you must submit the original matching certificate from the adoption agency
• Statutory Adoption Leave & Contractual Benefits – to qualify you must have been employed for 26
continuous weeks ending with the week in which you are notified of having been matched with the child. If you
qualify you are entitled to 52 weeks as follows:
o Ordinary Adoption Leave - the first 26 weeks you are entitled to all contractual benefits, except
remuneration
o Additional Adoption Leave – the remaining 26 weeks you are not entitled to any contractual
benefits, except statutory holiday entitlement i.e. currently 4.8 working weeks rising to 5.6 from 1st
April 2009 (pro rata as necessary)
• Statutory Adoption Pay
o If entitled, is payable for 39 weeks and is paid at the statutory rate or 90% of average weekly earnings,
whichever is the lesser amount
o If you do not qualify your Manager will give you a SAP1 Form and you should contact the Adoption
Agency to seek advice
• Annual Leave – accrued annual leave (up to adoption leave start date) should be taken if possible before
adoption leave starts
• Adoption Notification Form – you will be given this form by your Manager, you should complete and return to
your Manager within 7 days of notification from the adoption agency
• Adoption Entitlement Letter – you will receive a letter from your Manager confirming your adoption
entitlements, once you have submitted your Adoption Notification Form
NOTE
• Adoption leave and pay cannot start more than 14 days before the child is expected to be placed with you and
must begin at the latest on the date the placement starts
• There is no requirement to give a return to work date at this stage, the presumption is that you will take the
adoption leave you are entitled to unless you notify to the contrary
• You can change your start date for Adoption Leave by giving 28 days’ written notice, where practicable
Before going on Adoption Leave you will have another informal meeting with your Manager to advise
you of the following
• Agree Reasonable Contact during Adoption Leave – refer to section on Adoption in the Handbook
• Discuss and agree Keeping in Touch (KIT) Days – refer to section on Adoption in the Handbook
• Date of Placement is earlier or later than expected - if you can not provide the 28 days notice, agree
whatever is reasonably practicable
• Disturbed Placement - if the placement of the child ends for whatever reason during the adoption leave then
this will be classed as a disturbed placement. In these circumstances the adoption leave will continue for up to 8
weeks after the end of the placement
• If you return to work during or at the end of the first 26 weeks – you are entitled to the same job on
terms and conditions (e.g. salary, hours, seniority, etc) as if you hadn’t been away
• If you return after the second 26 weeks – you are entitled to return to the same job on the same terms
and conditions. If it is not possible to give the original job back for good reasons you are entitled to a suitable
job at the same level with terms and conditions at least as good as the original job
• Notice to return to work early – you can change your return to work date as long as you give 8 weeks’
written notice
• If you do not wish to return to work - you must provide your contractual notice as detailed in your Contract
of Employment. You are still entitled to receive SAP even if your employment ends, so long as you don’t start
work again
• Flexible Working - if you wish to make a request you should do this before returning to work following the
Flexible Working Procedure detailed in the Employee Handbook
• Induction - an induction will be arranged on your return to work to assist you with settling back into the
workplace
Adoption Leave commences

Adoption Procedure Cont’d …
During Adoption Leave

Carry out agreed Contact and Keeping in Touch Days as agreed with your Manager
Before returning to work you should

• If desired, make any request for Flexible Working following the Flexible Working Procedure detailed in the
Employee Handbook
• If wishing to return before or after the previously agreed return date you must give 8 weeks’ written notice (you
cannot extend the date beyond your entitlement)
• If you do not wish to return to work you must give your written notice period as detailed in your Contract of
Employment
On return to work you should

• Receive an Induction to help you settle back into the workplace ASAP
• You should notify your Manager immediately of any difficulties or issues you encounter on your return
Welcome back

Disciplinary and Dismissal Procedure

Note: The Disciplinary and Dismissal Procedure does not form part of your Contract of Employment
Issue of concern relating to your Suspension

e.g. conduct, attendance, job performance, capability Potential suspension
on full pay, whilst
investigations are
carried out
Investigation
Investigatory meeting(s) arranged and facts established
NB: You have no right of accompaniment during investigatory meetings
Disciplinary Disciplinary action

action not necessary
necessary
Employee to attend a Disciplinary Hearing

The Company will confirm in writing:
• The nature of the conduct, capability or other circumstances that may result in a disciplinary warning or
dismissal
• A convenient date and time (usually within your normal working hours and days of work)
• Your right to be accompanied at the Hearing by a work colleague or accredited trade union official
• A copy of the Company’s Disciplinary & Dismissal Procedure will be forwarded
• You must take all reasonable steps to attend the hearing
Before Disciplinary Hearing

• You must confirm your attendance, the name and status of your companion and submit any documents that you
wish to rely on at the Hearing, at least 12 hours before the Hearing
• If your companion is an accredited TU Official it is your responsibility to arrange attendance. If the companion
is a work colleague, you should obtain the companion’s consent and then notify the Chair of the Hearing, prior
to the Hearing, so that any necessary arrangements can be made
• The Chair of the Hearing will be accompanied by a person who will take notes of the Hearing
During the Disciplinary Hearing

• The Chair will outline the format of the Hearing
• You will be given the opportunity to respond to the allegation(s)
• Following the Hearing the Chair will adjourn to consider the decision
Disciplinary Hearing Adjourned
Outcome of Disciplinary Hearing

The Chair will decide on any of the following outcomes, depending on the circumstances:
• No case to answer
• Not proven
• Formal Disciplinary Warning:
o Verbal Warning – retained on file for 6 months
o Written Warning – retained on file for 1 year
o Final Written Warning – retained on file for 1 year
o Dismissal
The Chair may, depending on the circumstances, be reconvened to give you the decision verbally
Outcome of Disciplinary Hearing

The Chair will confirm to you, in writing, without undue delay
• The decision and action to be taken
• Your right of appeal

Disciplinary & Dismissal Procedure Cont’d …
Appeal
If you wish to appeal against the decision you should submit an Appeal Notification
form which will be enclosed with the letter informing you of the outcome of the
Hearing. Please return to the named person and within the timeframe stated
(contact your Manager should you have difficulty in completing this)
Employee to attend an Appeal Hearing

• As per ‘Employee to Attend a Disciplinary Hearing’ above
• Appeal Hearing will be heard by a more Senior Manager (not involved in earlier
decision) as soon as possible
Before Appeal Hearing

As per ‘Before Disciplinary Hearing’ on previous page
During the Appeal Hearing

As per ‘During the Disciplinary Hearing’ on previous page
Appeal Hearing Adjourned
Outcome of Appeal Hearing

The Appeal Chair will decide whether the outcome
of the Disciplinary Hearing was:
• Correct
• Correct in part, or
• That your appeal is upheld
Outcome of Appeal Hearing Confirmed

The Chair will confirm to you, in writing, without undue delay:
• The decision
• This is the final stage in the Disciplinary Procedure which is now concluded

Flexible Working Procedure
Before making an application, give careful consideration to which working pattern

• Will help you best care for your child or an adult
• Will have financial implications for you in cases where the desired working pattern will involve a reduction in
salary
• Does not negatively affect the department/unit's business
• Might be accommodated within the team/department.
Complete and return the Flexible Working Form to your Manager which must
• Explain your relationship to the child or adult in question
• Specify your current working pattern (day/hours/working pattern)
• Specify the new working pattern you would like (day/hours/working pattern) and the date you would like it to
become effective
• Explain what effect (if any) you think the new working arrangements will have on the
company/team/department, and
• Explain in your opinion, how any such change could become accommodated with your ideas of how to deal with
for example the effect of reduced hours
Meeting with your manager

This will give you the opportunity to:
• Explore your desired work pattern in depth
• Discuss how it might be accommodated
• Provide an opportunity to consider other alternative working patterns should there be problems in
accommodating the desired work pattern outlined in your application
• You have the right to be accompanied by a fellow work colleague
Request is Accepted Request is Declined

You will receive a letter detailing: • You will receive an explanation in writing as
• The changes that have been agreed to why the application has been refused
• The date when changes are to commence • Be offered the right to appeal the decision
within 14 days of receiving the decision
• If there is a trial period – the agreed timescale
• You will receive a new Statement of Main Terms of
Employment specifying the new working pattern
Appeal Meeting
If you decide to appeal you should respond to your manager in writing
setting out the grounds for appeal:
• Your manager will write to you with a date for the appeal meeting
• A different manager will hear the appeal to the one who made the original
decision
• You have the right to be accompanied at this meeting by a fellow work
colleague
The outcome of the Appeal

• The outcome of the appeal will be confirmed to you in writing
• There is only one level of appeal

Grievance Procedure
Issue(s) of Concern
Informal Route
Your Manager will hold an ‘Informal’

Meeting with you
Issue Resolved Not Resolved
Statement of the Grievance

Formal Route Formal Route
You will be required to set out, in
writing, the nature of your alleged
grievance and forward this to your
Manager, if appropriate
Employee to attend a Formal Grievance Hearing (this will be arranged as soon as possible)
The Company will confirm in writing:
• A convenient date & time (usually within your normal working hours and days of work)
• Your right to be accompanied at the Hearing by a work colleague or accredited trade union official
• A copy of the Company’s Grievance Procedure will be forwarded
You must take all reasonable steps to attend the Hearing
Before Grievance Hearing

• You must confirm your attendance, the name and status of your companion and submit any documents that you
wish to rely on at the Hearing, at least 12 hours before the Hearing
• If your companion is an accredited TU Official it is your responsibility to arrange attendance. If the companion
is a work colleague, you should obtain the companion’s consent and then notify the Chair of the Hearing, prior
to the Hearing, so that any necessary arrangements can be made
• The Chair of the Hearing will be accompanied by a person who will take notes of the Hearing
During the Grievance Hearing

• The Chair will outline format of the Hearing
• You will be given the opportunity to detail your issue(s)
Grievance Hearing Adjourned
Outcome of Grievance Hearing

• The Chair may, depending on the circumstances, be reconvened to give you the decision verbally
• The Chair will confirm to you, in writing, without any undue delay, their decision and your right of appeal
Appeal
If you wish to appeal against the decision you should submit the Appeal Notification form enclosed with the letter
informing you of the outcome of the hearing. Please return this to the named person and within the timeframe
stated (contact your Manager should you have difficulty in completing this)

Grievance Procedure Cont’d …
Employee to attend an Appeal Hearing

• As per ‘Employee to Attend a Formal Grievance Hearing’ above
• Appeal Hearing to be heard by a more Senior Manager (not involved in earlier decision) as soon as possible

As per ‘Before Grievance Hearing’ on previous page
As per ‘Before Grievance Hearing’
Before During
Appeal theHearing
Appeal Hearing
As per ‘During the Grievance Hearing’ on
previous page
Before Appeal
Appeal Hearing
Hearing Adjourned
BeforeOutcome
AppealofHearing
Appeal Hearing
The Appeal Chair will decide whether the
outcome of the Grievance Hearing was:
• Correct
• Correct in part, or
• That your appeal is upheld
Outcome of Appeal Hearing Confirmed

• The Chair will confirm to you, in writing, the decision, without undue delay
• This is the final stage in the Grievance Procedure which is now concluded

(Postitive Employment) Harassment & Bullying Procedure
Issue of Concern relating to NOTE: If you feel you have been

Harassment/Bullying the subject of harassment you
Formal Route
should in the first instance ask
Informal Route the person responsible to stop the
harassing behaviour, explaining
Raise the issue with your Manager clearly what aspect of the
Informal Meeting(s) Held individuals behaviour is
unacceptable or causing offence.
Often this will resolve the issue. If
you feel unable to do this verbally
then a written request can be
given to the person. If the action
Issue Resolved Issue Unresolved does not stop speak to your
Manager (or a more Senior
Manager if this is not appropriate)
who will discuss the situation with
you
Formal Route
Statement of Complaint
You will be asked to set out the nature of your complaint and forward this to your Manager
(or where this is inappropriate a more Senior Manager or Human Resources)
Preferably your complaint should be raised in writing. If you feel unable to do this it could
be raised verbally. Give as many details as possible e,g.:
• The name of the alleged harasser
• What has occurred/the type of behaviour that is taking place
• How many times it has occurred and how long this has been going on
• Are there any witnesses?
• Have you taken any steps to ask the person(s) to stop their behaviour?
Employee to attend a formal meeting (this will be arranged asap)

The Manager will confirm in writing:
• A convenient date/time (usually within your normal working hours and days of work)
• Your right to be accompanied by a work colleague or accredited Trade Union Official
Investigatory process undertaken by

management
If the investigation reveals that your complaint is

valid, appropriate action will be taken as necessary
NOTE: Where a complaint has e.g. training, coaching or the Disciplinary and
been upheld and a serious act Dismissal Procedure in order to stop the
of harassment/bullying has harassment/bullying and prevent recurrence.
been proven and the
harasser/bully remains in
employment, further contact
between the harasser/bully may
be inappropriate and the Your manager will hold a follow up meeting(s) with
Company will seek to resolve you to ensure that no further harassment/bullying
this. has occurred.
NOTE:
• In cases of harassment the Company recognises the benefit of having a complaint investigated by a member of
staff of the same sex or religion as the complainant (depending on the nature of the complaint) and where
practicable this will be our practice.
• Please note that whilst this procedure is designed to assist genuine cases of harassment you should be aware that
if you raise a frivolous or vexatious claim you will be subject to action under the Disciplinary and Dismissal
procedure.

Maternity Procedure
Notify your Manager that you are pregnant ASAP
A Maternity Risk Assessment will be arranged in order to ascertain if there is any Health and Safety
risk to you or your unborn child
You will have an informal meeting with your Manager to advise you of the following
• Due Date – you must submit a maternity certificate (called a MAT B1) by the 15th week before the Expected
Week of Childbirth. You will get this from your Midwife or Doctor up to 20 weeks before your baby is due
• Antenatal Care – you are entitled to reasonable time off on normal basic pay, provided you give advance
notice. Appointments should be arranged for the start or end of the working day. You may be asked for your
appointment card for the 2nd appointment onwards
• Statutory Maternity Leave & Contractual Benefits – you are entitled to 52 weeks as follows:
o Ordinary Maternity Leave - The first 26 weeks you are entitled to all contractual benefits, except
remuneration.
o Additional Maternity Leave – The remaining 26 weeks you are not entitled to any contractual benefits,
except statutory holiday entitlement i.e. currently 4.8 working weeks rising to 5.6 from 1st April 2009
(pro rata as necessary)
• Statutory Maternity Pay (SMP) – if entitled, you will receive 39 weeks at 6 weeks at 90% of gross average
earnings and then 33 weeks at the statutory maternity pay rate or 90% of average earnings, whichever is the
lower
• Maternity Allowance (MA) – if you are not entitled to SMP you will qualify for MA. Your Manager will provide
you with an SMP1 form, you should take this to your local Job Centre Plus or Social Security Office to claim MA.
MA is payable for 39 weeks at the statutory rate, or 90% of average gross weekly earnings, whichever is lower
• Annual Leave – any annual leave due (i.e. accrued up to the start date of your maternity leave) should be
taken if possible before maternity leave commences
• Result of Maternity Risk Assessment – any changes required will be discussed with you
• Pregnancy Notification Form – you will be given this Form by your manager which you should complete and
return to your manager.
• Maternity Entitlement Letter – you will receive a letter confirming your maternity entitlements once you have
submitted your Pregnancy Notification Form
By the 15th week before the EWC

• You should have submitted your MAT B1 and the Pregnancy Notification Form detailing the EWC and start date
of your maternity leave (which must not be earlier than the 11th week before the EWC).
• There is no requirement for you to give a return to work date at this stage; the presumption is that you will
take the maternity leave you are entitled to unless you notify your Manager to the contrary
• You can change your start date for Maternity Leave by giving 28 days’ written notice.
Before going on Maternity Leave you will have another informal meeting with your Manager to advise
you of the following
• Agree Reasonable Contact during Maternity Leave – refer to section on Maternity in the Handbook
• Discuss and agree Keeping in Touch (KIT) Days – refer to section on Maternity in the Handbook
• If you return to work during or at the end of the first 26 weeks (OML) – you are entitled to the same
job on terms and conditions (e.g. salary, hours, seniority, etc) as if you hadn’t been away
• If you return after the second 26 weeks (AML) – you are entitled to return to the same job on the same
terms and conditions. If it is not possible to give the original job back for good reasons you are entitled to a
suitable job at the same level with terms and conditions at least as good as the previous job
• Notice to return from Maternity Leave early – you can change your return to work date as long as you give
8 weeks’ written notice
• If you do not wish to return to work - you must provide your contractual notice as detailed in your Contract
of Employment
• Flexible Working - if you wish to make a request you should do this before returning to work following the
Flexible Working Procedure detailed in the Employee Handbook
• Induction - an induction will be arranged on your return to work to assist you with settling her back into the
workplace
• Breastfeeding – if you are returning to work and are still breastfeeding you must inform your Manager before
you return to work

Maternity Procedure Cont’d …
Maternity Maternity Leave commences prior to date agreed due to

Leave • Premature child birth – payment of SMP will depend on how premature the birth is. You
commences
must confirm your Manager as soon as practicable. Maternity leave will commence the day
on date
following the date of childbirth
agreed
• Pregnancy related illness – if you are off work because of your pregnancy in the 4
weeks before the EWC, maternity leave and pay will start the day after the 1st day of
absence
• Still birth – if this occurs after the start of the 25th week of pregnancy you are still
entitled to maternity leave and pay
Compulsory Maternity Leave

You are legally prohibited from working during the 2 weeks immediately after the birth
During Maternity Leave

Carry out agreed Contact and Keeping in Touch Days as agreed with your Manager
Before you return to work

• If you wish make any request for Flexible Working following the procedure in the Employee Handbook
• If wishing to return before or after the previously agreed return date you must give 8 weeks written notice (you
cannot extend the date beyond your entitlement)
• If you are continuing to breastfeed you must notify your Manager before you return. There is no statutory
right to time off work for breastfeeding
• If you do not wish to return to work you must give written notice as detailed in your Contract of Employment
• If you are ill and not able to return to work on the date agreed you must follow the Sickness Absence Reporting
Procedure as detailed in the Employee Handbook
On return to work you should

• Receive an Induction to help you settle back into the workplace ASAP
• Be notified of arrangements made if breastfeeding, a risk assessment will be undertaken
• Notify your Manager immediately of any difficulties or issues you encounter on your return
Wecome Back

Retirement Procedure
Between 12 and 6 months before you reach 65 years of age your

manager will write to you with a Retirement Notification Form for your
completion and will inform you of your:
• Expected retirement date
• Right to request to continue working after 65 yrs. (This request must
be made between 3 and 6 months before you are due to retire)
Retirement
Your manager will write to you
confirming your final date of Do you wish to retire?
employment and outstanding Yes
holidays to be taken, etc. No
Meeting with Manger

• You have the right to be accompanied by a fellow employee
• Do you wish to work for a stated period, indefinitely or until a
specified date?
Request is Agreed Request is Declined

Your manager will write to confirm the decision and any • Your manager will write to confirm
agreed changes stating: the decision
• The extended period i.e. indefinitely or until a • You will be advised of the right to
specified date appeal in writing within 14 days of
• The new retirement age receipt of the decline letter
• Enclosing amended terms and conditions of • You must set out the grounds of
employment, if applicable the appeal.
Note: The same consultation (duty to consider
procedure) will have to occur before the final retirement
date.
If you Action the Appeal
• The appeal meeting will be held
within 14 days of receipt of your
Appeal Agreed appeal letter
The decision will be confirmed in • You have the right to be
writing after the appeal meeting accompanied.
Appeal Declined
Your manager will write confirming
Retirement and termination of
employment

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BAR-0041 Barchester Employee handbook:BAR-0041 Barchester Employee handbook 5/5/10 09:44 Page 1

© Barchester Healthcare Employee Handbook – July 2007

© Barchester Healthcare Employee Handbook – July 2007

© Barchester Healthcare Employee Handbook – July 2007

Welcome to Barchester Healthcare.

OUR VISION MISSION AND VALUES

Is to always focus on improving and developing the quality of:

• the care, hospitality and choice we offer our residents,

• our staff, their experience, development and behaviour,

• the environments we choose and the buildings we operate,

• our systems and our financial performance.

• We work together to make quality our way of life.

• We respect, support and strive to improve the communities we serve.

• We are honest, fair and ethical in everything we do.

• We accept responsibility for our actions.

• We make life and work meaningful and enjoyable for all.

© Barchester Healthcare Employee Handbook – July 2007 Page 1 of 42

Adoption Procedure - Refer Appendix 1

Eligibility for Statutory Adoption Leave and Pay

To qualify for leave and pay you must:

In addition to qualify for pay you must:

Contact during Adoption Leave

Keeping In Touch Days

© Barchester Healthcare Employee Handbook – July 2007 Page 2 of 42

ADVANCES AND LOANS

ADVERSE WEATHER OR DISRUPTION TO TRANSPORT

ALCOHOL, DRUGS OR OTHER INTOXICANTS

ATTENDANCE AND TIMEKEEPING

© Barchester Healthcare Employee Handbook – July 2007 Page 3 of 42

Duty of care and driver safety

Smoking in Company vehicles is not permitted.

• Plan your journey to combine activities and avoid congested routes

• Observe the speed limits

• Ensure your vehicle is properly maintained

• Avoid carrying unnecessary weight in the vehicle

• Try to avoid drag, remove roof racks when not needed.

© Barchester Healthcare Employee Handbook – July 2007 Page 4 of 42

All requests for Compassionate Leave will be considered on an individual basis.

© Barchester Healthcare Employee Handbook – July 2007 Page 5 of 42

Depending on the offence:

• The time that has elapsed since the offence(s)

Protection of Vulnerable Adults (POVA) List for England and Wales

DISCIPLINARY AND DISMISSAL

© Barchester Healthcare Employee Handbook – July 2007 Page 6 of 42

Disciplinary & Dismissal Procedure - Refer Appendix 1

Potential Disciplinary Issues

• Acts or threats of physical violence towards other employees, residents/patients, or other

• Deregistration from a Professional body, where that registration is a condition of employment

• Unlawful discrimination, bullying or harassment.

• Indecent or lewd behaviour

• Incapacity due to alcohol drugs or other intoxicants

• Being in possession of or dealing in illegal drugs whilst at work

• Smoking in designated non-smoking areas

• Falsification of timesheets and/or pay documentation

• Falsification of the written records of the Company

• Fraud or any other illegal offence committed against the Company

• Wilful damage or negligence involving damage to property belonging to the Company,

© Barchester Healthcare Employee Handbook – July 2007 Page 7 of 42

• Disconnecting the Nurse Call System

Your companion may:

• address the Hearing,

• confer with you during the Hearing,

• put your case to the Hearing (if you request this),

• sum up that case,