This policy sets out NHS Kernow's responsibility to provide a working environment that is safe and secure for its staff, where unacceptable behaviour is not tolerated. It establishes the framework for managing unacceptable behaviour, provides guidance on how incidents should be dealt with and outlines the arrangement for establishing a single point of contact should the need arise.

The purpose of this policy is to ensure that NHS Kernow meets its obligations to safeguard the health, safety and welfare of its employees and people using its services, to prevent and reduce the incidence of alcohol and substance related problems in the work place and to reduce the potential for NHS Kernow resources to be used by employees for gambling purposes.The policy also aims to give managers a framework within which to deal constructively and sensitively with employees who are experiencing alcohol, and/or substance abuse or gambling problems.

To ensure that all managers and employees are aware of the process for calculating, recording, authorising and managing annual leave and to ensure that all employees are treated consistently and fairly throughout the organisation.NHS Kernow's Annual Leave policy also aims to ensure that the organisation is adequately staffed throughout the year and that employees have equal opportunity to book annual leave and reduce the need for employees to carry forward annual leave to the next leave year except in exceptional circumstances.

The aim of the policy is to improve access to and take up of a wide range of apprenticeships for new and existing staff.To ensure that apprentices are recruited and treated fairly within the workplace, recognising that some may be under the age of 18 and therefore recognising NHS Kernow's safeguarding responsibilities to these individuals, and ensuring that apprentices have a focused career pathway.

In order to comply with legislation NHS Kernow Clinical Commissioning Group (known as NHS Kernow) has a duty to protect vulnerable groups of people by ensuring appropriate levels of disclosure from the DBS are sought for all successful applicants for posts involving access to vulnerable adults or children. This includes volunteers, bank staff and persons holding honorary contracts. NHS Kernow also has a duty to ensure that all agency and contracted staff have been subject to the appropriate level of DBS check before commencing work for NHS Kernow.

To minimise the risk of bullying, harassing and victimising behaviour, to encourage apro-active approach to the early recognition of bullying, harassment and victimisation and to resolvesuch conflicts effectively and speedily if they occur.

NHS Kernow recognises that a positive and pleasant working environment contributes to the overall effectiveness of the organisation. This policy and procedure has been developed to provide a fair, objective and confidential way of dealing with matters relating to conduct which may, following an investigation, lead to a disciplinary outcome.It will set out the standards of conduct expected and to provide a framework within which NHS Kernow can work with employees to maintain satisfactory standards of conduct and to encourage improvement in behaviours and systems of work where necessary. Failure to maintain satisfactory standard of conduct may result in action being taken under this Disciplinary Policy.

Equality and Diversity

Policy for the funding of external learning and/or qualifications. Policy also includes study leave and expenses guidance.

This policy ensures that all employees with flexible workingarrangements will have access to standard terms and conditions of employment on an equal or pro rata basis, unless different treatment can be justified for operational reasons.

This Policy and Procedure identifies the process by whichemployees can raise a grievance relating to matters affecting their conditions of service/employment or grading fairly and promptly.

Policy and procedure for making and managing requests for home working.

This document outlines the principles of job matching and job evaluation regarding Agenda for Change posts in NHS Kernow

The purpose of this Management Guidance Note (MGN)/ Policy is to ensure that the line manager and the secondee and both organisations are aware of their responsibilities and the appropriate documentation that needs to be completed for all individuals who undertake a secondment opportunity.

Based on the principles of working safely, we want to ensure that colleagues who work by themselves without close or direct supervision are adequately protected from risk whilst undertaking work duties. We will take all reasonably practicable steps to protect colleagues, visitors and contractors from hazards and risks to health and wellbeing that may be encountered during work-based activities.For the purposes of this policy, lone working is defined as any situation or location in which someone works without a colleague nearby; or when someone is working out of sight or earshot of another colleague. Lone working may be a constituent part of your job or it could be on an infrequent basis and may include travelling for work.The risks of an incident happening to you are markedly reduced if you are aware of and follow this common-sense advice.

The Mutually Agreed Resignation Scheme (MARS) is a national scheme which has been developed in partnership with the Social Partnership Forum to help organisations meet the financial challenges including management costs and workforce reductions, service redesign and other efficiency needs.MARS has been designed to support the flexibility of the organisation to address periods of rapid change and service re-design. MARS is a scheme under which an individual employee, in agreement with the organisation, chooses to leave employment in return for a severance payment. A Mutually Agreed Resignation (MAR) is not a redundancy or a voluntary redundancy, which would be covered by Section 16 of the NHS terms and conditions of service handbook.The MARS scheme is characterised by a standardised leaving date to be identified.

Notification of Change of address or bank details.

The aim of this policy is to ensure that NHS Kernow meets its obligations as an employer to provide support to our nurses as they go through the revalidation process.The policy also aims to give managers a framework that highlights the support available to ensure that nurses are competent to provide safe and effective care.

The purpose of this document is to set out the approach to the management of organisational change and the procedure that must be followed when implementing change that may involve contractual changes.

NHS Kernow is committed to the principles of partnership working and staff involvement and trade union membership.

This policy sets out the entitlements which apply when there is a loss of earnings following an organisational change which results in an employee being offered a lower banded job.

It is the policy of KCCG that all employees are informed and encouraged to achieve and maintainhigh standards of conduct and job performance and to provide a fair and consistent method ofdealing with problems staff have in meeting these standards.

Under this policy, redeployment is the process by which suitable alternativeemployment is sought for employees who are unfit or unable to carry out the duties of their currentpost, either permanently or temporarily. Redeployment is an option which should be considered inorder to retain staff and to enable them to remain within the employment of the organisation bymoving them to an alternative post, which is more suited to their needs and/or abilities, or because it is no longer tenable for them to remain where they are currently employed. Redeployment opportunities must also be explored and exhausted before an application for ill-health retirement can be submitted by an employee.

This policy provides guidance and information in relation to the provisions that may be available to employees who need to change their place of residence in order to take up an appointment with the Organisation. Relocationexpenses will normally be available for new employees who are required to move to be within a reasonable travelling distance or their place of work. The Policy specifiedbelow will normally apply but may be varied in exceptional circumstances to meet relevant individual circumstances, with authorisation from the HR Manager.

This policy provides guidance and information in relation to the provisions that may be available to employees who need to change their place of residence in order to take up an appointment with the Organisation. Relocation expenses will normally be available for new employees who are required to move to be within a reasonable travelling distance or their place of work. The Policy specifiedbelow will normally apply but may be varied in exceptional circumstances to meet relevant individual circumstances, with authorisation from the Managing Director.

This policy provides guidance and information in relation to the provisions that may be available to employees who need to change their place of residence in order to take up an appointment with the Organisation. Relocationexpenses will normally be available for new employees who are required to move to be within a reasonable travelling distance or their place of work. The Policy specifiedbelow will normally apply but may be varied in exceptional circumstances to meet relevant individual circumstances, with authorisation from the HR Manager.

Policy and procedure for taking up secondary employmentor notifying Kernow Clinical Commissioning Group (NHSKernow) of secondary employment already in place.

The purpose of this policy is to implement and maintain a system for monitoring and managing attendance that all colleagues and managers find supportive, clear and useful. It will also advise on effective tools for stress management. This policy is intended to be used to ensure that wellbeing is treated as a matter of importance and that health issues are handled sympathetically and fairly. However, in some circumstances there may be the need to terminate employment on the grounds of health capability and the policy seeks to ensure that this is done fairly and ensures all other reasonable options have been explored before this decision is reached.This policy also aims to improve attendance and operational effectiveness, ensure consistency of approach to sickness absence and stress at work and thus reduce costs to NHS Kernow in respect of sickness absence.

We recognise our responsibilities that all of our colleagues are adequately and properly trained so that we can ensure they are all able to do their jobs well and to the required standard. This policy outlines the key points on statutory and mandatory training and to set out the responsibilities of all parties. It provides clear guidance and advice to colleagues and line managers to ensure that everyone is supported in their learning and development to achieve both personal and organisation objectives.

We understand our staff, their expertise and dedication, are our most valuable asset. We want to provide a safe and healthy environment for staff which allows and encourages them to work to the best of their ability. We seek to promote a culture in which the organisation, managers and individuals are committed to working together to minimise the causes of work-related stress and to provide appropriate support when required.

This policy sets out the provision within NHS Kernow Clinical Commissioning Group for employees to request additional time off from work for circumstances other than holiday or sickness absence.

The aim of the policy is to ensure employees (including directors, Non-executive directors and Governing Body members) have a clear understanding of the process and entitlement for claiming expenses incurred during the course of their duties for NHS Kernow

This Policy is designed to enable the organisation to investigate and deal with concerns and possible malpractice, including any concerns that individuals working for the organisation may be giving or receiving bribes to get business, keep business, or gain a business advantage from your organisation. It outlines how all staff can raise concerns which may have an impact upon serviceprovision or threaten the wider public interest.