MyPersonnel Department

The people policies and procedure that apply to your business will vary according to the industry you are in and the type of people employed. We can ensure that you are compliant and also have polices that reflect your service needs in key areas including;

• Disciplinary/Grievance
• Performance Management
• Absence
• Flexible working
• Learning and Development
• Health and Safety
• Well Being and Health

It is important to ensure that the equality aspect  is reflected and considered across all policies, procedures and projects that are operating across an origanisation. The PD can ensure that this impact and assessment has been reviewed as far as reasonably practicable.

The Equality Act 2010 brings together all previous equality legislation including a new public equality duty replacing the separate duties related to race, disability and gender equality. Those subject to the public sector

equality duty as a listed public sector organisation in the Act, and must in the exercise of functions have ?due regard? to the need to:

Eliminate discrimination,harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010

Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it

Foster good relations between persons who share a relevant protected characteristic and persons who do not share it

 The relevant eight protected characteristics are age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act outlines all the responsibilities an organisation must demonstrate in relation to the protected groups. Although most of the responsibilities are not new and were found in previous legislation,

The above general duty extends protection to eight protected characteristics and the legislation further extends protection in certain areas.