HR Policy - Revision history

Rebekah Hook: /* Equal Opportunities */ Section removed to avoid duplication (covered by a separate policy)

2026-11-10T12:18:11Z

Equal Opportunities: Section removed to avoid duplication (covered by a separate policy)

@@ Line 12: / Line 12: @@
 * [[Recruitment Policy]]
 * [[On Call Working Policy]]
 This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the HR & Wellbeing Steering Group as below:
 {| class="wikitable"
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 |29/09/2025
 |}
 == '''Working Hours Expectations''' ==

Rebekah Hook: /* Complaints of discrimination */

2026-11-09T13:28:51Z

Complaints of discrimination

← Older revision		Revision as of 13:28, 9 November 2026
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	As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.		As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

	If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the ~~Handcrafted Complaints Policy: Handcrafted~~ Complaints Policy.~~docx~~		If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the [[Complaints Policy]].

	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.

Rebekah Hook: /* Absence management */

2026-10-20T14:31:06Z

Absence management

← Older revision		Revision as of 14:31, 20 October 2026
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	== '''Absence management''' ==		== '''Absence management''' ==
	Please refer to the [[Absence ~~Management~~ Policy]].		Please refer to the [[Leave & Absence Policy]].

	== '''Infectious diseases''' ==		== '''Infectious diseases''' ==

Rebekah Hook at 10:11, 30 July 2026

2026-07-30T10:11:12Z

← Older revision		Revision as of 10:11, 30 July 2026
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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'''

Rebekah Hook: /* Informal resolution */ Charlotte Clarke added as Trustee contact for grievances

2026-07-13T12:14:25Z

Informal resolution: Charlotte Clarke added as Trustee contact for grievances

← Older revision		Revision as of 12:14, 13 July 2026
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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.

Rebekah Hook: Added line about policy needing to be reviewed at least annually

2026-06-29T09:15:17Z

Added line about policy needing to be reviewed at least annually

@@ Line 1: / Line 1: @@
-{| class="wikitable"
+== '''Overview''' ==
 Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission.  Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:
@@ Line 20: / Line 12: @@
 * [[Recruitment Policy]]
 * [[On Call Working Policy]]
 == '''Equal Opportunities''' ==

Rebekah Hook: Richard Alty changed to TBC

2026-06-08T12:17:02Z

Richard Alty changed to TBC

← Older revision		Revision as of 12:17, 8 June 2026
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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 ~~Richard Alty~~ (Trustee).		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 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 ~~Richard Alty~~ (Trustee). 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 (Trustee TBC). Your written grievance should include:

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

Rebekah Hook: This section copied from Working Hours Expectations organisational guide (this organisational guide has now been removed, and split into HR and Leave & Absence Policies)

2026-04-02T13:49:30Z

This section copied from Working Hours Expectations organisational guide (this organisational guide has now been removed, and split into HR and Leave & Absence Policies)

← Older revision		Revision as of 13:49, 2 April 2026
Line 113:		Line 113:

	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.

			== '''Working Hours Expectations''' ==
			At Handcrafted, we value flexibility in working hours while ensuring that all staff meet the expectations set out in their contracts. Your working hours expectations are set out in your contract and further details on leave can be found in the [[Leave & Absence Policy]].

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

Seymour Jacklin: formatting

2026-03-24T13:56:16Z

formatting

← Older revision		Revision as of 13:56, 24 March 2026
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	This policy should be read in conjunction with the following associated policies and guides:		This policy should be read in conjunction with the following associated policies and guides:

	[[Absence Management Policy]]		* [[Absence Management Policy]]
			* [[Cyber Policy]]
	[[Cyber Policy]]		* [[Recruitment Policy]]
			* [[On Call Working Policy]]
	[[Recruitment Policy]]

	[[On Call Working Policy]]

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

Seymour Jacklin: split out from HR and Wellbeing Policy

2026-03-24T13:50:32Z

split out from HR and Wellbeing Policy

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