Safeguarding Policy
Statement of policy
The aim of this policy is to communicate the commitment of Thimbleby Parish Council to the promotion of equality. It is our policy to provide employment equality to all, irrespective of:
➢ Gender, including gender reassignment
➢ Marital or civil partnership status
➢ Having or not having dependants
➢ Belief or opinion
➢ Race (including colour, nationality, ethnic or national origins, being an Irish Traveller, citizenship)
➢ Disability
➢ Sexual orientation
➢ Pregnancy/Maternity
➢ Age.
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us and with us will be treated fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
To whom does the policy apply?
This policy applies to all those who work for (or apply to work for) the Thimbleby Parish Council.
Equality commitments
We are committed to:
• Promoting equality of opportunity for all persons
• Promoting a good and harmonious working environment in which all persons are treated with respect
• Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
• Fulfilling all our legal obligations under the equality legislation and associated codes of practice.
• Complying with this equal opportunities policy and associated policies
• Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
Implementation
The Chairman has specific responsibility for the effective implementation of this policy. Each Councillor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.
In order to implement this policy we shall:
• Communicate the policy to employees, job applicants and relevant others.
• Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions of any staff.
• Obtain commitments from other persons or organisations that they too will comply with the policy in their dealings with our organisation and our workforce
Monitoring and review
We will review this policy annually and when there are changes to the Equality Law.
Action will be taken as necessary.
Complaints
Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the Grievance process, bringing it to the attention of the Chair, or another councillor of their choice, if the allegation is against the Chair. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the Equality Act 2010.
However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.
Date: ……………………..
Signature: …………………………… Chairman
Signature: ……………………………Councillor responsible for Personnel & Procedures