Handcrafted Policy - Recent changes [en]

Recruitment Policy

Rebekah Hook — Thu, 30 Jul 2026 12:34:35 GMT

Safer Recruitment of Volunteers

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	== Safer Recruitment of Volunteers ==		== Safer Recruitment of Volunteers ==
	* Volunteers should be recruited via an expression of interest form.		* Volunteers should be recruited via an expression of interest form.
	* An interview is not required, however an informal meeting or interview ~~may~~ take place to assess suitability for the role where appropriate.		* An interview is not required, however an informal meeting or interview should take place to assess suitability for the role where appropriate.
	* Relevant vetting checks must be carried out in line with the pre-employment checks for paid staff. Where volunteer roles involve unsupervised work with children and/or vulnerable adults, or accessing sensitive information, safeguarding standards must be applied in line with those for paid staff.		* Relevant vetting checks must be carried out in line with the pre-employment checks for paid staff. Where volunteer roles involve unsupervised work with children and/or vulnerable adults, or accessing sensitive information, safeguarding standards must be applied in line with those for paid staff.
	* Clear role descriptions must be given to all volunteers outlining responsibilities and safeguarding expectations.		* Clear role descriptions must be given to all volunteers outlining responsibilities and safeguarding expectations.
	* Volunteers must receive safeguarding training and policy induction in line with the induction process for paid staff.		* Volunteers must receive safeguarding training and policy induction in line with the induction process for paid staff.
	* Volunteers must be subject to ongoing supervision to make sure any concerns are addressed.		* Volunteers must be subject to ongoing supervision to make sure any concerns are addressed.
			* Since volunteers are not employees or voluntary workers, they are not required to have the right to work in the UK

	== Safer Recruitment of Contractors ==		== Safer Recruitment of Contractors ==

Volunteer Policy

Rebekah Hook — Thu, 30 Jul 2026 12:33:45 GMT

approval date added to policy

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	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''
	\|		\|14/7/2026
	\|}		\|}
	'''Recruitment'''		'''Recruitment'''

Volunteer Policy

Rebekah Hook — Thu, 30 Jul 2026 12:33:07 GMT

Volunteer Policy added

New page

This policy clarifies the responsibilities and requirements for those in a volunteering role in Handcrafted.

At Handcrafted, volunteering is at the heart of our approach. We give everyone the chance to find a role and purpose, to contribute and work together shoulder-to-shoulder in a diverse community. The residents and trainees who attend Handcrafted are regularly given the opportunity to step up and take on helping roles. This is our policy for recruiting additional people to Handcrafted as volunteers.

We draw on the time, skills, and experience of a diverse range of volunteers from all walks of life to improve our provision, develop positive social networks and promote community integration.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|'''The HR & Wellbeing Steering Group'''
|-
|'''Last review and approval'''
|
|}
'''Recruitment'''

* We recruit volunteers in line with our policy on [[Recruitment Policy#Safer Recruitment of Volunteers|Safer Recruitment of Volunteers]]. This will include a Safer Recruitment Process, including taking up references.
* Where barriers to volunteering are identified during the recruitment process, Handcrafted will work to help volunteers overcome these barriers where possible, in line with our Equal Opportunities policy.
* We will set out our expectations for voluntary opportunities in a Volunteer Agreement.

'''Induction'''

* All volunteers will receive a structured induction period to familiarise them with the work of the Handcrafted and their specific area of work. This will follow the same principles as a normal staff induction, according to the induction checklist.
* All volunteers will receive training on:
** Safeguarding
** Confidentiality and disclosure
** Health and safety
** Handcrafted ethos and values

'''Support and supervision'''

* All volunteers will have a named member of staff as their main point of contact. Their responsibilities will be to confirm the end of their induction period, provide regular supervision to feedback on progress and discuss future developments.
* A [[HR Policy#Grievance|Grievance Procedure]] exists to deal with any unresolved problems.
* Volunteers can give as much or as little time as they feel is appropriate. Whatever commitment volunteers can give is an asset to Handcrafted. However, we ask that volunteers consider this as a commitment and if they are unable to attend for one reason or another, to inform their main point of contact with as much notice as possible. In cases of unplanned absence, volunteers are asked to make contact at least 1 hour before their session is due to begin.
* All volunteers are covered by the Handcrafted’s insurance policy while they are on the premises or engaged in any agreed work for Handcrafted.
* Handcrafted will reimburse any travel, parking or other out-of-pocket expenses.
* Handcrafted will ensure that volunteers are made aware of health and safety procedures and requirements, and will always work to provide a safe environment for volunteers.
* Handcrafted welcomes feedback from volunteers on matters concerning the organisation.
* Handcrafted supply a reference to any volunteer seeking other voluntary work or paid employment.

'''Termination'''

* Handcrafted reserves the right to terminate the relationship with a volunteer. This will be done in writing. Handcrafted will always try to give at least two weeks’ notice of termination of the volunteering relationship but has the right to terminate the relationship without notice at any time without prejudice.
* Any volunteer wishing to withdraw from their voluntary role is asked to give their main point of contact as much notice as possible. Handcrafted would appreciate at least two weeks’ notice of a volunteer leaving their role but recognises the volunteer’s right to withdraw at any time without prejudice. The end of a volunteer agreement will be confirmed in writing.
* Volunteers will be offered an exit interview upon leaving a voluntary role.

Template:Policies List

Rebekah Hook — Thu, 30 Jul 2026 12:25:52 GMT

volunteer policy added

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	* [[Supported Housing Policy]]		* [[Supported Housing Policy]]
	* [[Training Policy]]		* [[Training Policy]]
			* [[Volunteer Policy]]

HR Policy

Rebekah Hook — Thu, 30 Jul 2026 10:11:12 GMT

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	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review
	![[The ~~Human Resources and~~ Wellbeing Steering Group~~\|'''The Human Resources and Wellbeing Steering Group''']]~~		!The HR & Wellbeing Steering Group
	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''

Staff Wellbeing Policy

Rebekah Hook — Thu, 30 Jul 2026 10:09:45 GMT

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	{\| class="wikitable"		{\| class="wikitable"
	\|'''Group or individual responsible for review'''		\|'''Group or individual responsible for review'''
	\|'''[[The ~~Human Resources and Welfare~~ Steering Group]]'''		\|'''The HR & Wellbeing Steering Group'''
	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''

Sickness and Absence

Rebekah Hook — Mon, 27 Jul 2026 15:26:03 GMT

minor edits made in alignment with Leave & Absence Policy

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	* You have more than 3-4 separate absences within a 12-month period.		* You have more than 3-4 separate absences within a 12-month period.
	* You have been absent for more than 10 working days in a rolling 12-month period.		* You have been absent for more than 5 working days in a rolling 12-month period.

	During an absence review meeting, we will discuss your well-being, the reasons for your absences, any potential patterns, and how we can support you in improving attendance. We will also consider whether flexible working arrangements or adjustments to your role could help.		During an absence review meeting, we will discuss your well-being, the reasons for your absences, any potential patterns, and how we can support you in improving attendance. We will also consider whether flexible working arrangements or adjustments to your role could help.
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	== Compassionate and Emergency Leave ==		== Compassionate and Emergency Leave ==

	Handcrafted may offer leave for personal reasons, including:		Handcrafted may offer leave for personal reasons, including bereavement and domestic emergencies.

	* '''Bereavement:''' Up to 5 days of paid leave for the death of a close relative.		For further details, please refer to the full [[Leave & Absence Policy]].
	* '''Domestic Emergencies:''' Time off to handle emergencies at home, assessed on a case-by-case basis.
	* '''Unavoidable Childcare Emergencies:''' Up to 2 days of paid leave, with any additional time treated as unpaid or taken from annual leave.

	For further details, please refer to the full [[Absence ~~Management~~ Policy]].

Annual Leave

Rebekah Hook — Mon, 27 Jul 2026 15:19:15 GMT

minor edits made in alignment with Leave & Absence Policy

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	* Requests for annual leave should be made as early as possible. A general guideline is to give notice at least twice the length of the time you are requesting. For example, if you are requesting one week of leave, provide two weeks' notice.		* Requests for annual leave should be made as early as possible. A general guideline is to give notice at least twice the length of the time you are requesting. For example, if you are requesting one week of leave, provide two weeks' notice.
	* All leave requests must be submitted through the ~~AirTable~~ form for approval. Ensure that you have your Line Manager's approval before finalising any holiday plans.		* All leave requests must be submitted through the Airtable form for approval. Ensure that you have your Line Manager's approval before finalising any holiday plans.
	* We recommend you do not book any flights/holidays before approval is given. It saves debate later on if leave cannot be granted.		* We recommend you do not book any flights/holidays before approval is given. It saves debate later on if leave cannot be granted.
	* When planning your leave, consider the impact on your team and ensure that there is adequate coverage during your absence.		* When planning your leave, consider the impact on your team and ensure that there is adequate coverage during your absence.
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	== Carrying Over Leave ==		== Carrying Over Leave ==

	* ~~Handcrafted's policy on carrying~~ over ~~unused~~ leave ~~to the next year will be outlined~~ in ~~your contract or discussed~~ with your ~~Line Manager. Generally, any leave not taken within the year may be forfeited unless agreed otherwise~~.		* You can carry over up to 5 days of annual leave, in discussion with your line manager.

	== Different types of leave ==		== Different types of leave ==
	~~In addition~~ to ~~annual leave, which is planned leave that must be requested and approved in advance. The following types of leave may apply.~~		Please refer to the [[Leave & Absence Policy]] for detail on other types of leave.

	* '''Sick Leave''': Time off due to illness, following the [[~~Sickness and~~ Absence]] ~~procedures~~
	* '''Paternity/Maternity/Adoption Leave''': Leave for ~~the birth or adoption~~ of ~~a child, in line with legal entitlements.~~
	* '''Time Off In Lieu (TOIL)''': Time off granted for additional hours worked, following the procedures outlined in [[Working Hours Expectations]]
	* '''Compassionate Leave:''' Leave granted for personal emergencies, assessed on a case-by-case basis.

On Call Working Policy

Seymour Jacklin — Fri, 24 Jul 2026 12:05:12 GMT

updated review and approval details

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	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review
	![[The Deputy Director of Operations: Engage Hub\|'''The Deputy Director of Operations: ~~Engage Hub~~''']]		![[The Deputy Director of Operations: Engage Hub\|'''The Deputy Director of Operations: Young People''']]
	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''
	\| 11/02/2025		\| 11/02/2025 (currently being reviewed - July 2026)
	\|}		\|}

Safeguarding Children Policy

Seymour Jacklin — Fri, 24 Jul 2026 09:49:32 GMT

Working Together superseded 2023 by 2026 - updated references

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	This policy should be read in conjunction with:		This policy should be read in conjunction with:

	# Statutory guidance from the Department for Education, "Working Together to Safeguard Children ~~2023~~".		# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2026".
	# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.		# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
	# Advice and guidance from the Social Care Institute for Excellence.		# Advice and guidance from the Social Care Institute for Excellence.

Safeguarding Vulnerable Adults Policy

Seymour Jacklin — Fri, 24 Jul 2026 09:47:53 GMT

update DSO and review date

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	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''
	\|16/07/2025		\|16/07/2025 (Currently being reviewed - July 2026)
	\|}		\|}

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	=== Handcrafted Deputy Safeguarding Officer ===		=== Handcrafted Deputy Safeguarding Officer ===
	~~Name:~~ Ruth Crichton		Ruth Crichton (ruth@handcraftedproject.com)

	~~Email: ruth~~@handcraftedproject.com		Stacey Nicholas (stacey@handcraftedproject.com)

	The Deputy Safeguarding Officer (DSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The DSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.		The Deputy Safeguarding Officer (DSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The DSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

	=== Handcrafted Chair of Trustees ===		=== Handcrafted Chair of Trustees ===
	Name: ~~Dr Paul Morley~~		Name: Charlotte Clarke

	The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with ~~the organisation's~~ other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy [3.2].		The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with our other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy [3.2].

	=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===		=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===

Safeguarding Children Policy

Seymour Jacklin — Fri, 24 Jul 2026 09:41:58 GMT

added Stacey DSO, updated review date

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	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''
	\|16/07/2025.		\|16/07/2025. (Currently being reviewed - July 2026)
	\|}		\|}

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	The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.		The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

	=== Handcrafted Deputy Safeguarding ~~Officer~~ ===		=== Handcrafted Deputy Safeguarding Officers ===
	~~Name:~~ Ruth Crichton		Ruth Crichton (ruth@handcraftedproject.com)

	~~Email: ruth~~@handcraftedproject.com		Stacey Nicholas (stacey@handcraftedproject.com)

	The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.		The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

Staff Training and Development

Rebekah Hook — Thu, 16 Jul 2026 12:53:49 GMT

Induction Programme: removed word 'all' from visiting hubs and services

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	'''Your First Week''' During your first week, you'll complete essential administrative setup, receive access to all our systems, and begin engaging with our core policies and procedures. You'll watch our foundation video series covering person-centred practice, safeguarding, confidentiality, risk assessment, and lone working. You'll also meet your immediate team and begin to understand how Handcrafted operates.		'''Your First Week''' During your first week, you'll complete essential administrative setup, receive access to all our systems, and begin engaging with our core policies and procedures. You'll watch our foundation video series covering person-centred practice, safeguarding, confidentiality, risk assessment, and lone working. You'll also meet your immediate team and begin to understand how Handcrafted operates.

	'''Your First Month''' In your first month, you'll complete compliance training through short online courses, including fire safety, Prevent, and suicide awareness. Support workers will also complete additional modules on safeguarding topics including child and adult exploitation, self-harm, and self-neglect. You'll visit ~~all~~ our hubs and services, shadow experienced colleagues, and meet senior managers—building a picture of the whole organization and how your role contributes to our mission.		'''Your First Month''' In your first month, you'll complete compliance training through short online courses, including fire safety, Prevent, and suicide awareness. Support workers will also complete additional modules on safeguarding topics including child and adult exploitation, self-harm, and self-neglect. You'll visit our hubs and services, shadow experienced colleagues, and meet senior managers—building a picture of the whole organization and how your role contributes to our mission.

	'''Your Induction Half-Day''' Within your first few months, you'll attend a half-day induction session delivered by our management team. This brings together everything you've learned so far and provides essential training on record-keeping standards, professional wellbeing and boundaries, and how to access ongoing support. It will be a good opportunity to ask questions and get to know more about Handcrafted. You'll also be introduced to professional development and begin mapping your personal development journey.		'''Your Induction Half-Day''' Within your first few months, you'll attend a half-day induction session delivered by our management team. This brings together everything you've learned so far and provides essential training on record-keeping standards, professional wellbeing and boundaries, and how to access ongoing support. It will be a good opportunity to ask questions and get to know more about Handcrafted. You'll also be introduced to professional development and begin mapping your personal development journey.

Handcrafted Induction

Rebekah Hook — Thu, 16 Jul 2026 12:52:27 GMT

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	* Food Hygiene Level 2 (if role involves cookery/kitchen sessions)		* Food Hygiene Level 2 (if role involves cookery/kitchen sessions)

	'''Hub and Service Visits''' (Coordinated by hub managers/service leads)		'''Hub and Service Visits''' (Coordinated by hub managers/service leads) - a range of the following:

	* Sunderland hub (Aidan)		* Sunderland hub (Aidan)

Personal Development Reviews

Rebekah Hook — Wed, 15 Jul 2026 14:58:40 GMT

Procedure

← Older revision		Revision as of 14:58, 15 July 2026
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	== Purpose ==		== Purpose ==

	The purpose of the ~~review system~~ is to ~~enable~~ you to		The purpose of the Personal Development Review (PDR) is to provide a space for you to:

	* reflect on ~~and develop in~~ your role		* reflect on your role
	* ~~contribute as~~ well ~~as possible to the overall Strategic Vision of Handcrafted~~		* share what’s going well
	* ~~work in a way that promotes the Values of Handcrafted~~		* identify what you want to develop
	* ~~ensure you are up to date~~ with ~~all of~~ your ~~training~~.		* agree support with your manager.
			These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.

			They are not a performance management tool.

	~~These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.~~
	== Procedure ==		== Procedure ==

	~~Development Reviews will~~ take place every 6~~-12~~ months, ~~focused on~~ a ~~small number of objectives relevant~~ to ~~the individual at that time~~.		PDRs take place every 6 months. At each review meeting the date for the next one is set (in 6 months, unless a shorter time is agreed to be helpful).

	~~The timetable~~ for ~~these reviews~~ will be:		* '''Before the meeting''', you should:
			** spend some time reflecting on the questions asked and on how you feel you are doing in your role.
			** complete the sections in advance, so that the conversation can focus on what matters to you.
			** reflect on whether and how you have achieved your objectives set in your last review.
			** think about how you would like to develop over the next six months.
			* '''Before the meeting''', the line manager should:
			** review the objectives set at the last meeting.
			** reflect on things from the past six months that should be celebrated.
			** consider what kind of learning opportunities could be helpful or relevant for their staff member.
			* '''At the meeting:'''
			** you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.
			*'''After the meeting,''' you should:
			**write up yourself what was discussed in answer to the questions
			**send your completed form to your line manager
			*'''After receiving your completed form,''' your line manager should:
			** add their comments.
			** upload this document to your staff record.
			*** ''N.B. any confidential welfare matters discussed during the PDR can be simply acknowledged with a statement saying that 'confidential welfare matters were discussed', and it is the line manager's responsibility to ensure this is followed up appropriately.''
			** follow up on any agreed actions with you
			== Objectives and questions ==
			1 Looking Back

	* ~~At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).~~		* What are you most proud of from this period?
	* ~~'''Before the meeting'''~~, ~~you will reflect on (and may choose to bring notes to the review):~~		* What has been challenging, and how have you navigated it?
	** whether and how you ~~have achieved your objectives set in your last review, (not possible in the first meeting)~~		* Is there anything from this period that is still affecting you or that you'd like support with?
	** some brief general comments on anything ~~else~~ that ~~has gone well~~ and ~~anything else that could be improved~~
	** ~~proposed objectives for~~ your ~~development for the next 6-12 months.~~		2 Wellbeing and Support
	* '''Before the meeting''', the line manager ~~should~~
	** review the objectives set at the last meeting		* How are you doing, generally? How have you been feeling about work?
	** check the staff database to ~~find out whether the member of staff is up to date with training.~~		* Is there anything Handcrafted or your line manager can do to better support you?
	* ~~'''At the meeting''',~~ you ~~will discuss the questions below with your manager and agree on the objectives.~~
	* ~~You will complete the review~~ in ~~the meeting, or within the same working week. The review is agreed upon and signed by both you and~~ your ~~manager.~~		3 Role and Development
	* ~~These reviews are confidential unless anything related~~ to ~~safeguarding or health & safety is disclosed.~~
	~~== Objectives and questions ==~~		* Which areas of your role do you feel most confident in right now?
			* Which areas would you like to develop or feel more confident in?

			4 Learning

			* What learning have you engaged in this period?
			* What has it changed or strengthened in your practice?
			* Is there any training or learning you’d like to pursue in the next six months?

	~~Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:~~		5 Focus for the Next Period

	* ~~one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)~~		* You will set 3 objectives or focus areas. And share how you will know if you're making progress.
	* one objective is based on their contribution to the objectives ~~of the strategic plan~~
	* one objective is based on their role within a hub or ~~team~~.

	~~Other questions to consider, which may help you choose your objectives:~~		6 & 7

	* What’s gone well?		Finally, there is time to share any other thoughts, ideas, hopes or things that didn't easily fit into the above questions. And a space for your manager to capture their observations from the last 6 months and any commitments made or actions to follow up.
	* What could be improved?
	* Is there ~~anything at work you’d like~~ to ~~be more involved in?~~
	* Is there anybody in the ~~organisation you’d like~~ to ~~learn~~ from?
	* Is there any ~~other training you would like~~ to ~~do?~~

HR Policy

Rebekah Hook — Mon, 13 Jul 2026 12:14:25 GMT

Informal resolution: Charlotte Clarke added as Trustee contact for grievances

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	===== '''Informal resolution''' =====		===== '''Informal resolution''' =====
	If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or (~~Trustee TBC~~).		If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Charlotte Clarke (Chair of Trustees).

	If this does not resolve the issue, you should follow the formal procedure detailed below.		If this does not resolve the issue, you should follow the formal procedure detailed below.

	===== '''Formal resolution''' =====		===== '''Formal resolution''' =====
	If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or (~~Trustee TBC~~). Your written grievance should include:		If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Charlotte Clarke (Chair of Trustees). Your written grievance should include:

	* An indication that it is a formal grievance.		* An indication that it is a formal grievance.