HR & Wellbeing Policy - Revision history

Seymour Jacklin at 13:52, 24 March 2026

2026-03-24T13:52:28Z

← Older revision		Revision as of 13:52, 24 March 2026
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	Please note this poilcy has been superseded and split out into [[HR Policy]] and [[Staff Wellbeing Policy]]		=== '''Please note this poilcy has been superseded and split out into [[HR Policy]] and [[Staff Wellbeing Policy]]''' ===
	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review

Seymour Jacklin: policy superseded and removed

2026-03-24T13:52:03Z

policy superseded and removed

← Older revision		Revision as of 13:52, 24 March 2026
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			Please note this poilcy has been superseded and split out into [[HR Policy]] and [[Staff Wellbeing Policy]]
	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review

Seymour Jacklin: /* Overview */

2026-03-24T13:48:20Z

Overview

← Older revision		Revision as of 13:48, 24 March 2026
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	# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.		# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
	# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.		# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
			This policy should be read in conjunction with the following associated policies and guides:

			[[Absence Management Policy]]

			[[Cyber Policy]]

			[[Recruitment Policy]]

			[[On Call Working Policy]]

	== '''Equal Opportunities''' ==		== '''Equal Opportunities''' ==

Seymour Jacklin: /* Absence management */ section removed - superseded by the absence management policy.

2026-03-24T12:55:29Z

Absence management: section removed - superseded by the absence management policy.

@@ Line 109: / Line 109: @@
 == '''Absence management''' ==
-Handcrafted seeks to be a good employer, in line with our Christian ethos and values, and to provide support for our staff when they are sick, insofar as we able to as a small charity with limited finance and resources.
+Please refer to the [[Absence Management Policy]].
 == '''Infectious diseases''' ==

Seymour Jacklin: /* Social media */ section removed to Cyber Policy

2026-03-24T11:30:35Z

Social media: section removed to Cyber Policy

← Older revision		Revision as of 11:30, 24 March 2026
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	Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.		Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

	~~== '''Social media''' ==~~
	This policy is to provide practical assistance on the use of social media by Handcrafted staff and trainees. Use of this policy will help staff and trainees ensure that their social media is appropriate and in the interests of the organisation.

	~~==== '''Purpose and scope of policy''' ====~~
	This policy covers all forms of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to both Handcrafted and personal use, during working hours and in your own time to the extent that it may affect the business of the organisation.

	Whilst we recognise the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims.

	This policy aims to minimise these risks and covers all staff and trainees (and others including consultants, contractors, and casual and agency staff). Breach of this policy may result in disciplinary action up to and including dismissal.

	~~Any questions or misuse of social media should be reported to Dan Northover. This policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.~~

	~~===== '''Personal use of social media at work''' =====~~
	We allow staff and trainees to make occasional personal use of social media so long as it does not involve unprofessional or inappropriate content and does not adversely affect your productivity or otherwise interfere with your duties to us. Please note that we may monitor your use of our systems, including use of social media sites.

	~~===== '''Use of social media''' =====~~
	If you are required to use social media sites in the course of your work for or on behalf of Handcrafted, you should ensure that you have appropriate authorisation, and that usage complies with this policy.

	~~Use of social media must comply with:~~

	* Safeguarding and Harassment and Bullying Policies;
	* rules of any relevant regulatory bodies;
	* contractual confidentiality requirements;
	* open, honest, ethical and professional communication requirements;
	* other key policies/requirements.

	~~In your use of social media, you must not:~~

	* make disparaging or defamatory statements about us, our staff, trainees, customers, or suppliers;
	* share any personal information or images of any member of staff or trainee without prior permission from your line manager;
	* harass, bully or unlawfully discriminate in any way;
	* use data obtained in the course of your employment in any way which breaches the provisions of the Data Protection Act 1998;
	* breach copyright belonging to us;
	* disclose any intellectual property, confidential or commercially sensitive information relating to our organisation;
	* make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.

	You should avoid using social media communications that might be misconstrued in a way that could damage our reputation and make it clear in personal postings that you are speaking on your own behalf, writing in the first person and using a personal email address.

	If you disclose that you are an employee of Handcrafted, you must state that your views do not represent those of the organisation. For example, you could state, “the views in this posting do not represent the views of my employer”.

	Remember that you are personally responsible for what you communicate on social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your line manager before making the post.

	Contact details of contacts made during the course of your employment are regarded as confidential information belonging to Handcrafted Projects. On termination of your employment, you must provide us with a copy of all such information, delete all such details from your personal social networking accounts and destroy any further copies of such information that you may have.

	~~Any misuse of social media, whether by a member of staff, trainee, contractor or supplier, must be reported promptly to Dan Northover.~~

	== '''Absence management''' ==		== '''Absence management''' ==

Seymour Jacklin: /* Lone Working */ section removed as duplicated in the Lone working policy

2026-03-24T10:53:06Z

Lone Working: section removed as duplicated in the Lone working policy

← Older revision		Revision as of 10:53, 24 March 2026
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	Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.		Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

	~~== '''Lone Working''' ==~~

	~~==== '''What is lone working?''' ====~~
	As a member of staff of Handcrafted, there may be times when you are required to work away from your base, without the direct supervision and support of your colleagues. You may be working outside of normal hours, doing a home visit at one of our properties or supervising a renovation.

	~~Lone working can present a variety of risks from accidental injury to a risk of harm from violence. This policy outlines how we manage that risk at Handcrafted.~~

	~~==== '''Who is responsible?''' ====~~
	As an employer, Handcrafted is required by law to protect the health and safety of lone workers. We must provide adequate training, support, and equipment to enable you to do your job safely. However, as a lone worker, you also have a responsibility to:

	* Take reasonable care to look after your own safety and health.
	* Safeguard the safety and health of other people affected by your work.
	* Follow Handcrafted safety and health procedures.
	* Use equipment in accordance with any relevant safety instructions and training you have been given.
	* Report all accidents, injuries, near-misses and other dangerous occurrences.

	~~==== '''The Risks''' ====~~
	~~Before working alone, you should assess the risks and take steps to minimise them. This policy identifies the following risks associated with the kind of work we do at Handcrafted.~~

	* Risk of threat, intimidation or violence from members of the public, trainees and residents
	* Risk of wrongful allegations being made by members of the public, trainees and residents.
	* Risk of personal injury while moving loads and using tools

	~~==== '''Managing Risk''' ====~~

	~~===== '''General principles''' =====~~
	~~If at any time you are working alone, make sure:~~

	* You have a working mobile phone with sufficient charge on the battery.
	* Your phone is switched on.
	* Your supervisor (or colleagues if they are unavailable) knows where you are going and for how long you are likely to be working alone.

	Inform your supervisor if you have a medical condition or there are any circumstances that make you more vulnerable when working alone (e.g., if you are pregnant or taking medication that makes you drowsy).

	~~Sign out from your base when you leave, and sign back in when you return. Let your supervisor know when you have returned.~~

	~~Report and record if you feel that a risk has changed (for example if you notice a trainee is drinking more heavily than usual or you are aware that they have made verbal threats).~~

	~~===== '''One-to-one contacts including home visits''' =====~~
	The first line of defence against the risks associated with lone working is not to do it. This is one of the reasons why, in many Handcrafted working contexts, you will be working alongside another member of staff. However, home visits are often carried out by single workers and can be a time of heightened risk as well as other occasions when you may need to be by yourself with a resident or trainee (e.g. giving a lift to an appointment).

	~~Particular care must be taken in certain situations:~~

	* If you are likely to be alone with a vulnerable adult or a minor of the opposite sex
	* If you are likely to be alone with an individual who has a history of assault or sexual offences
	'''''Certain individuals are designated in their client record under “Safeguarding” as M (potential risk to minors), NFL (no female lone working), and NFL&M (No female lone working and potential risk to minors). Make sure you know if this is the case by checking their record.'''''

	Do not proceed with lone working where a ''dynamic risk assessment'' identifies a risk of harm that cannot be reduced to an acceptable level using agreed controls. For instance, you are not expected to enter a property if the resident is under the influence of drugs or alcohol or is threatening violence. However, feeling uneasy or finding an aspect of work unpleasant is not, by itself, a reason to cancel.

	When risk is uncertain or elevated: (1) apply control measures, (2) seek advice or support from a supervisor/colleague, and (3) if needed, convert the activity to a paired visit or alternative arrangement such as meeting in a public setting. Make sure your decisions and control measures are recorded.

	~~===== Planning and safety on home visits =====~~
	* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
	* Avoid entering a property alone without the resident present unless this is definitely necessary to carry out your duties.
	* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")
	* If you're visiting a Handcrafted property, make sure you have a key to the property.

	There is no system suggested in this policy for getting people to check in or calling them after, say, half an hour because if you're going into a situation where you might need to be called in half an hour, you shouldn't be going alone.

	~~If you are in doubt, speak to your supervisor or seek the support of colleagues. Use your judgement and take responsibility for feeling safe.~~

	~~===== '''Giving lifts''' =====~~
	~~Don't give a lift by yourself to a person identified as higher risk.~~

	~~If you are doing multiple pickups or drop-offs, make sure you do them in an order that means you will not end up with a higher risk person travelling with you alone.~~

	~~Avoid taking a person in your car who is not known to Handcrafted (i.e., if we have no referrers risk assessment for them or have not had the opportunity to assess and record any risks.)~~

	~~==== '''Supervising trainees''' ====~~
	~~If you are supervising trainees by yourself (in the workshop, out on renovations or in other training settings), you must have a current certification in basic first aid.~~

	~~==== '''Physical work''' ====~~
	~~Handcrafted staff work with construction materials, tools and machinery, including off-site and alone. Some tasks may be too difficult or dangerous for you to do by yourself.~~

	* Make sure you use appropriate personal protective equipment for the task you are doing. If it is not available, inform your line manager and do not put yourself at risk of injury.
	* Follow correct manual handling procedures according to the training provided by Handcrafted.
	* Don't move loads or operate machinery without the proper training.
	* Lone workers must have access to a first aid kit at all times.

	== '''Social media''' ==		== '''Social media''' ==

Seymour Jacklin: Reviewed and approved by HR and Wellbeing Steering Group

2025-10-14T13:15:15Z

Reviewed and approved by HR and Wellbeing Steering Group

← Older revision		Revision as of 13:15, 14 October 2025
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	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''
	\|31/01/2025		\|29/09/2025
	\|}		\|}

Seymour Jacklin: /* One-to-one contacts including home visits */

2025-10-10T12:15:33Z

One-to-one contacts including home visits

← Older revision		Revision as of 12:15, 10 October 2025
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	===== Planning and safety on home visits =====		===== Planning and safety on home visits =====
	* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.		* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
	* Avoid entering a property alone without the resident present unless this is definitely necessary to ~~the carrying~~ out of your duties.		* Avoid entering a property alone without the resident present unless this is definitely necessary to carry out your duties.
	* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")		* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")
	* If you're visiting a Handcrafted property, make sure you have a key to the property.		* If you're visiting a Handcrafted property, make sure you have a key to the property.

Seymour Jacklin: /* Avoiding lone working */ wording changes requested by HR steering group 30/9/25

2025-10-10T12:08:41Z

Avoiding lone working: wording changes requested by HR steering group 30/9/25

← Older revision		Revision as of 12:08, 10 October 2025
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	Report and record if you feel that a risk has changed (for example if you notice a trainee is drinking more heavily than usual or you are aware that they have made verbal threats).		Report and record if you feel that a risk has changed (for example if you notice a trainee is drinking more heavily than usual or you are aware that they have made verbal threats).

	===== '''~~Avoiding lone working~~''' =====		===== '''One-to-one contacts including home visits''' =====
	The ~~best way to make sure you avoid~~ the risks associated with lone working is not to do it.		The first line of defence against the risks associated with lone working is not to do it. This is one of the reasons why, in many Handcrafted working contexts, you will be working alongside another member of staff. However, home visits are often carried out by single workers and can be a time of heightened risk as well as other occasions when you may need to be by yourself with a resident or trainee (e.g. giving a lift to an appointment).

	If you feel uncomfortable about a potential lone-working situation, don't do it. This is a personal decision. Just because someone else would do, this does not mean you have to. If you are in doubt, speak to your supervisor or seek the support of colleagues. Use your judgement and take responsibility for feeling safe.		Particular care must be taken in certain situations:

	Particular care must be taken in certain situations:

	* If you are likely to be alone with a vulnerable adult or a minor of the opposite sex		* If you are likely to be alone with a vulnerable adult or a minor of the opposite sex
	* If you are likely to be alone with an individual who has a history of assault or sexual offences		* If you are likely to be alone with an individual who has a history of assault or sexual offences
			'''''Certain individuals are designated in their client record under “Safeguarding” as M (potential risk to minors), NFL (no female lone working), and NFL&M (No female lone working and potential risk to minors). Make sure you know if this is the case by checking their record.'''''

	~~If in doubt~~, ~~take someone with~~ you, ~~and where possible~~, ~~meet in~~ a ~~public setting rather than in private~~.		Do not proceed with lone working where a ''dynamic risk assessment'' identifies a risk of harm that cannot be reduced to an acceptable level using agreed controls. For instance, you are not expected to enter a property if the resident is under the influence of drugs or alcohol or is threatening violence. However, feeling uneasy or finding an aspect of work unpleasant is not, by itself, a reason to cancel.

	~~'''''Certain individuals are designated in their client record under “Safeguarding” as M~~ (~~potential risk to minors~~), ~~NFL~~ (~~no female lone working~~), and ~~NFL&M~~ (~~No female lone working and potential risk~~ to ~~minors)~~. Make sure ~~you know if this is the case by checking their record~~.~~'''''~~		When risk is uncertain or elevated: (1) apply control measures, (2) seek advice or support from a supervisor/colleague, and (3) if needed, convert the activity to a paired visit or alternative arrangement such as meeting in a public setting. Make sure your decisions and control measures are recorded.

	===== ~~'''Home~~ visits~~'''~~ =====		===== Planning and safety on home visits =====
	~~You may be particularly vulnerable when visiting Handcrafted properties by yourself.~~		* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
			* Avoid entering a property alone without the resident present unless this is definitely necessary to the carrying out of your duties.
	* ~~Don~~'~~t enter~~ a ~~property if the resident is under the influence of drugs or alcohol or is threatening violence.~~
	* Use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
	* Avoid entering a property alone without the resident present unless this is ~~absolutely~~ necessary.
	* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")		* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")
	* If you're visiting a Handcrafted property, make sure you have a key to the property.		* If you're visiting a Handcrafted property, make sure you have a key to the property.

	There is no system suggested in this policy for getting people to check in or calling them after, say, half an hour because if you're going into a situation where you might need to be called in half an hour, you shouldn't be going alone.		There is no system suggested in this policy for getting people to check in or calling them after, say, half an hour because if you're going into a situation where you might need to be called in half an hour, you shouldn't be going alone.

			If you are in doubt, speak to your supervisor or seek the support of colleagues. Use your judgement and take responsibility for feeling safe.

	===== '''Giving lifts''' =====		===== '''Giving lifts''' =====

Seymour Jacklin: /* Electronic devices */ section removed as it's now in a standalone policy.

2025-10-01T10:34:56Z

Electronic devices: section removed as it's now in a standalone policy.

@@ Line 188: / Line 188: @@
 * Don't move loads or operate machinery without the proper training.
 * Lone workers must have access to a first aid kit at all times.
 == '''Social media''' ==