HR Policies

Please find below links to Waverley's Human Resources (HR) policies.

If you are an employee of Waverley Borough Council your contract of employment will indicate which policies apply to your appointment.

If you have any queries about any of these policies please email wendy.gane@waverley.gov.uk.

• Code of conduct - a guide for Waverley staff
  Waverley's overall statement of purpose includes the commitment to communicate and consult with openness and integrity as well as the belief in:
  - being democratically accountable;
  - maintaining the highest ethical and professional standards; and
  - treating people with dignity, fairness and respect.
  In setting out these principles the Council is stating that the community it serves can expect the highest standards of conduct from all employees who work for Waverley. The code of conduct has been produced to assist staff in helping Waverley implement these principles.
• Acceptable use of ICT equipment and systems policy - addendum to code of conduct
  Waverley's Code of conduct includes references to the use of information and communication technology (ICT). However, the advances in information technology (IT) and the significant increase in its use since the code was first published has required the publication of an addendum to the Code of Conduct to cover, in some detail, the use of IT in Waverley.  This revised version (last updated February 2010) of the addendum was prepared to address the increasing use of the internet in the workplace.
• Fit for work policy
  Through appropriate support and management action, Waverley aims to maximise employees' attendance in order to maintain a high performing staff team to deliver excellent services to the community.  This policy aims to ensure fair, equitable and consistent treatment of staff, reduction of costs associated with sickness absence and compliance with the Equality Act.
• Capability policy
  Waverley aims to help and encourage all employees to achieve and maintain high standards of performance and attendance by actively managing staff through clear processes and procedures.  This Policy aims to ensure fair, equitable and consistent treatment of staff whose performance is below the required standard because of a lack of capability.
• Disciplinary policy
  Waverley aims to help and encourage all employees to achieve and maintain high standards of performance and attendance by actively managing staff through clear processes and procedures. This Policy aims to ensure fair, equitable and consistent treatment of staff whose performance is below the required standard because of misconduct.
• Grievance policy
  Waverley aims to maintain a high performing staff team to deliver excellent services to the community through fair, equitable and consistent treatment of staff.  If an employee has a grievance, and attempts to resolve the matter informally have not been successful, the employee concerned can raise a grievance via this Grievance procedure.
• Collective grievance policy
  Waverley aims to maintain a high performing staff team to deliver excellent services to the community through fair, equitable and consistent treatment of staff.  If two or more employees have an identical grievance, and attempts to resolve the matter informally have not been successful, the employees concerned can raise a grievance via this policy.
• Data protection - a guide for staff
  Every employee of Waverley is affected by the Data Protection Act 1998.  It covers personal data held on paper and manual records as well as personal data stored and processed on computers. If a member of Waverley's staff discloses information, even accidentally, to the wrong person then they could be held personally liable under the Data Protection Act.
  This guidance provides a summary of the 1998 Data Protection Act.
• Stress management policy
  Waverley believes that it is in the best interests of the Council and the community to make optimum use of the skills and talents of its employees. It recognises that in delivering services to its residents, employees are subject to pressures and that, in the way it manages its human resources, the Council is committed to ensuring that pressures are not excessive nor at a level that can cause harm.
• Equality of opportunity policy
  The purpose of this Guide is to outline Waverley's commitment to the equality of opportunity for all, both in relation to the services and functions it carries out and in the employment practices it follows.
• Handling aggression at work policy
  Waverley starts from the premise that no member of staff should have to accept that the threat of aggression is part of their job. However, Waverley does have to recognise that the potential for flash points in every day life appears to be on the increase. Regrettably, but inevitably, incidents will occur. This policy sets out how Waverley will train staff and deal with incidents.
• Whistle-blowing policy
  Waverley seeks to ensure the proper conduct of its business through the application of its standing orders and financial regulations and other related procedures. The Council has a code of conduct to help make clear to staff the standards of conduct expected. Waverley also has a disciplinary procedure for dealing with cases of improper conduct and it has a grievance procedure to enable staff to raise concerns about their own employment.
  Waverley is committed to dealing responsibly and professionally with any genuine concern raised about malpractice, be it a danger to its staff or to the public, financial malpractice, breach of legal obligations or damage to the environment. The whistle-blowing policy is founded on the principle that service users and the public interest come first.
• Dignity and respect at work policy
  Waverley, through the various policies, procedures and practices that it has adopted, has demonstrated a commitment to ensuring that there are effective working relationships within the Council and that the implied duty (in employment contracts) of mutual trust and confidence between the employer and employee is a strong as it can be. 
  Beyond these employment policies the Council has made a very public statement, through its overall "Statement of Purpose", that it believes in treating people with "dignity, fairness and respect". That belief applies not only to its dealings with people outside of the organisation but also to the way that it treats its staff.
• Health and safety policy
  Waverley believes in the pursuit of excellence in all its dealings with customers, employees and other bodies.  Health and safety is an integral part of this.
  The Council encourages all employees not only to be aware of their legal responsibilities but also to be actively involved in developing a positive and progressive safety culture so that no one is exposed to risks to their health or safety as a result of the way the Council conducts its business.
• Car user policy
  This policy sets out clear criteria for the entitlement to a car allowance.  The aims of this policy are to ensure that staff are able to carry out their duties around the Borough and are adequately compensated for any mileage costs they incur, the Council complies with its responsibilities under Health & Safety legislation and that as an organisation the Council makes every effort to reduce its carbon footprint.   

Page owner: Jen Harris. Last updated: 18/09/2012 12:29