TABLE OF CONTENTS - ukfrs.com · Web viewThe Service has a duty to ensure the health, safety and...

AboutThe Service has a duty to ensure the health, safety and welfare of all its employees. It is committed to establishing a positive health and wellbeing culture in the workplace which includes promoting awareness and understanding of wellbeing issues, implementing effective and fair processes, and enforcing positive behaviour by staff at all levels. The Service recognises that mental and physical health and wellbeing are equally important and acknowledges the potential impact that work can have on both.

/tt/file_convert/603763dc0a1cb733ec4c10ff/document.docx

Essex County Fir

Rescue Service

1 TABLE OF CONTENTS

1 TABLE OF CONTENTS............................................................................................1

2 PURPOSE.................................................................................................................2

3 SCOPE......................................................................................................................3

4 POLICY STATEMENT..............................................................................................44.1 ROLES AND RESPONSIBILITIES...........................................................................4

5 POLICY PRINCIPLES...............................................................................................6

6 ACTIVELY MANAGING EMPLOYEE WELLBEING IN THE FIRE AND RESCUE SERVICE...................................................................................................................7

7 REFERENCES........................................................................................................12

8 REVISION HISTORY..............................................................................................13

9 PROMPTS...............................................................................................................14


Essex County Fir

Rescue Service

2 PURPOSE

This policy provides a framework within which the Service will, as appropriate and if desired: encourage and facilitate working practices and services that support employee health and wellbeing; provide training for managers and supervisors in good management practices; promote a culture of open communication about health and wellbeing; ensure risk assessments include or specifically address word-related stress; minimise wherever possible the detrimental impact of work-related stress on all staff and their work; and ensure that staff are appropriately supported in their workplace.


Essex County Fir

Rescue Service

3 SCOPE

This policy applies to all employees, regardless of the nature of their contract of employment (referred hereon in as “staff”). All staff within the Service are encouraged to maintain a healthy lifestyle in order to be healthy and fit to perform their roles.

This policy takes account of the Service’s obligations under the Health and Safety at Work etc. Act 1974, Management of Health and Safety at Work Regulations 1999, Employment Rights Act 1996, Protection from Harassment Act 1997, Working Time Regulations 1998, the Equality Act 2010 and best practice guidelines.

This policy will be developed in accordance with existing Service policies and procedures.

This policy should be adhered to at all levels of the Service, developed and implemented across all departments, and evaluated and reviewed as appropriate.


Essex County Fir

Rescue Service

4 POLICY STATEMENT

The Service is committed to protecting the health, safety and wellbeing of its staff.

Health relates to a person’s physical or mental state.

Wellbeing is the subjective state of being healthy, happy, contented, comfortable and satisfied with one’s quality of life.

Mental wellbeing relates to the person’s emotional, social and psychological wellbeing; it affects how we think, feel and act and how we cope with the normal pressures of everyday life. This includes self-esteem and the ability to socialise and cope in the face of adversity. It also includes being able to develop potential; work productively and creatively; build strong and positive relationships with others; and contribute to the community.

Stress is the adverse reaction people have to excessive pressures or demands placed upon them. Stress is not an illness but, sustained over a period of time, it can lead to mental and/or physical illness.

The Service recognises that individuals react to similar situations in different ways and that what triggers stress and poor mental health varies from person to person.

In recognition of the importance of staff health, safety and wellbeing, the Service has adopted a range of people policies aimed at promoting safe, healthy and pleasant working conditions; to support and provide assistance to staff who are unable to undertake their role due to sickness or injury; to reward and recognise staff; to ensure equality and fairness within the workplace; and to assist employees in achieving a work-life balance. All people policies can be accessed on the intranet.

4.1 Roles and Responsibilities

Line managers

Managers at all levels are responsible for ensuring that staff are kept informed of workplace health and wellbeing policies, programmes, and any services provided. They also have responsibility for ensuring that those policies and programmes are effectively implemented and monitored.

Taking action to maintain people’s health and wellbeing at work, for example:

Offering staff help and encouragement to build supportive relationships. Being open and approachable, including promoting a culture of open

communication, to ensure staff feel free to share ideas. Consulting regularly on daily procedures and problems.


Essex County Fir

Rescue Service

Recognising and praising good performance. Identifying and addressing issues and concerns, and taking any action needed as

soon as possible to prevent problems escalating. Identifying sources of internal and external support. Agreeing relevant and realistic job targets, and taking account of stress and mental

wellbeing when planning and allocating workloads. Monitor working hours and overtime to ensure that staff are not overworking. Monitoring holidays to ensure that staff are using their entitlement. Facilitating requests for flexible working hours where reasonably practicable [in

accordance with the Service’s Flexible Working Policy. Providing training for managers in good management practices. Provide a workplace free from harassment, bullying and victimisation. Carrying out stress risk assessments and developing workplace solutions to reduce

this risk.

Staff

The focus of this policy is on ensuring the health and wellbeing of all staff.

All members of staff should ensure that they are familiar with this policy and act in accordance with its aims and objectives. It is the responsibility of all staff to take responsibility for managing their own health and wellbeing, by adopting good health behaviours and informing the Service if they believe their work or the work environment poses a risk to their health and/or wellbeing. Staff should plan and organise their work to meet both personal and organisational objectives and should cooperate with support, guidance and advice that they may be offered by line managers, [the Human Resources department (“HR”)] and [Occupational Health].

HR will support senior managers to prioritise staff health and wellbeing and to integrate wellbeing practices into the organisation’s day-to-day operations. The HR Lead will instigate a review of this policy on a regular basis [INSERT TIME FRAME].

HR personnel will work closely with all areas of the Service and provide training and practical guidance to ensure that policies and practices are implemented consistently and with compassion. <TO BE AMENDED LOCALLY FOR COMBINED AUTHORITIES WITHOUT DEDICATED HR>

Occupational Health


Essex County Fir

Rescue Service

Occupational Health will work closely with HR practitioners, managers, <AS ABOVE – PLEASE AMEND FOR COMBINED AUTHORITIES> and those responsible for health and safety in a workplace. Occupational Health’s role in promoting wellbeing includes:

Monitoring staff members’ health Helping to identify health problems and fitness for work issues at an early stage Identifying where staff members may potentially be protected by the provision of the

Equality Act Providing advice and support on adjustments and alterations to staff members’

working environments or lifestyles Formulating and/or supporting the formulation of return to work plans Promoting wellbeing Conducting health surveillance to detect work related illness or diseases.

Confidentiality

Information about stress, mental health and mental wellbeing is highly sensitive. Every member of staff is responsible for observing the high level of confidentiality that is required when dealing with information about stress or mental health when they are supporting a colleague or because they are involved in the operation of workplace policy or procedure. Any health related information disclosed by staff during discussions with managers, the HR department or the Occupational Health team is to be treated in confidence, and a breach of confidentiality may give rise to disciplinary action. However there may be occasions when such information may need to be shared with someone other than the member of staff’s immediate line manager and/or their HR support and/or Occupational Health, or with third parties. Such occasions include but are not limited to:

Where steps need to be taken to address work-related stress such as reallocating work within a team;

Where medical advice is required on how to support a member of staff, address issues raised by work-related stress, or address issues raised by mental health ill health;

Where allegations of harassment, bullying or other misconduct require investigation or proceedings to take place; and/or

Where there is a risk of harm to the member of staff or to others.


Essex County Fir

Rescue Service

5 POLICY PRINCIPLES

The underlying elements to support people’s health and well-being:


Good Lifestyle Choices Dimensions• Physical activity• Healthy eating

Personal Growth Dimensions• Career Development• Lifelong learning• Emotional• Creativity

Collective & Social Dimensions• Employee voice• Positive Relationships

Financial Wellbeing Dimensions• Flexible benefits• Retirement planning• Employee financial support

Good Work Dimensions• Working environment• Good line management• Work demands• Autonomy• Change management• Reward & recognition

Health & Safety Dimensions• Physical Health• Physical Safety• Mental Health

Values/Principles• Leadership• Ethical Standards• Diversity

Essex County Fir

Rescue Service

6 Actively managing employee wellbeing in the Fire and Rescue

Promoting and protecting the wellbeing of the workforce is important to the Service with regard to an individual’s physical health, social wellbeing, and productivity.

Key Area Elements Wellbeing Activities

HEALTH & SAFETY

DIMENSIONS

Physical health Physiotherapy Health surveillance Health checks/assessments Links to national campaigns e.g. ‘check your

numbers’, smoking cessation interventions Flu vaccines Occupational Health & Safety policies Eye tests Work station assessments Occupational Health

[ADD OR DELETE FOR YOUR ORGANISATION]

Operational fitness standards

There is a contractual requirement for operational staff to achieve and maintain the National Fitness Standard. This will be achieved by conducting appropriate and regular fitness assessments that relate to the physical requirement of firefighting. Staff have a responsibility to maintain appropriate levels of physical fitness for their role.


Physical safety Safe working practices Safe equipment Health and safety policy and practices


Mental health and emotional wellbeing

Counselling service Bluelight Wellbeing Framework TRiM – practitioners and trauma therapy Stress risk assessments Conflict resolution training Training managers to have difficult

conversations Managing mental ill health Occupational health support Employee assistance programme Meditation sessions


Essex County Fir

Rescue Service


GOOD WORK DIMENSIONS

Working environment

Ergonomically designed working areas Open and inclusive culture

The Service offers a range of family friendly policies which can provide opportunities for staff to develop a good work/life balance, listed below:

o Flexible Working Policyo Maternity Policyo Paternity Policyo Adoption Leave Policyo Parental Leave


Good line management

Effective people management policies Training and mentoring for line managers Sickness absence management Induction


Work demands Clear job roles and design Work content Workload Working hours Flexible hours Flexible working & reasonable adjustments Work life balance Job satisfaction Job enrichment Stress Risk Assessment – where work

related stress is a key factor, key consideration should be given to the six key areas of work design – 1) Demands, 2) Control, 3) Support, 4) Relationships, 5) Role, 6) Change.


Change management

Communication Engagement Involvement Leadership


Essex County Fir

Rescue Service


Pay and reward Fair and transparent remuneration practices Non-financial recognition Appraisal Reward and Recognition Scheme – Annual

People Awards and Monthly Special Performance Recognition Scheme


VALUES

Leadership Clear corporate priorities Values based leadership Communication strategy


Ethical standards Equality and diversity strategy and policy Dignity at work policy Dignity at Work Champions Disability Confident scheme Social responsibility


Diversity Diversity and inclusion Valuing difference Cultural engagement Training for employees and managers


COLLECTIVE/SOCIAL

Employee voice Communication Consultation Genuine dialogue Involvement in decision making


Positive relationships

Management style Team working Healthy relationships with peers and

managers Dignity and respect


Career Mentoring


Essex County Fir

Rescue Service

PERSONAL GROWTH

development Coaching Performance management Performance development plans Career development Training opportunities Succession planning Secondments.


Emotional Positive relationships Personal resilience training Financial wellbeing


Lifelong learning Performance development plans Access to training Mid-career review Technical and vocational learning Challenging work


Creativity Open and collaborative culture Innovation workshops


LIFESTYLE CHOICES

Physical activity Provision of showers (to encourage cycling or running to work)

On-site exercise options Some on-site food availability Informational messages – physical activity Physical activity focussed interventions


Healthy eating Healthy menu choices Informational messages – healthy eating Interventions focussed on nutrition


Fair pay and benefit policies

Fair pay and benefits Pension schemes Flexible benefits scheme


Essex County Fir

Rescue Service

FINANCIAL WELLBEING


Retirement planning

Pre-retirement courses for people approaching retirement

Flexible retirement


Employee financial support

Financial education and guidance Making pay go further Promote access to regulated financial advice

and tax planning advice Brand and good communication Workplace culture that’s committed to

financial wellbeing.

Early or career change – people starting their first job, apprenticeship, or changing to a job which differs significantly in wage.

Mid-career – people with high demands on finances, possibly with young family to support, balancing costs of childcare with rent/mortgage payments, or other caring responsibilities.

Preparing for career end – people who are planning to finish their career or transition out of full time work and need to maximise their retirement provision.

Employee assistance programme offering debt counselling

Signposting to external sources of free advice

Salary sacrifice schemes e.g. Cycle to work scheme

Staff Discounts e.g. Blue Light Card Pre-retirement courses



Essex County Fir

Rescue Service

7 REFERENCES

This staff wellbeing policy should be read in conjunction with other policies and procedures covering attendance and health, including policies on work-life balance, special leave, flexible working, the management of short and long-term absence, sick pay, bullying and harassment, violence at work, equal opportunities and staff training and development.

<List local policies>

The Service recognises its legal responsibility to support staff wellbeing at work. The Service is committed to complying with the legislation listed below:

Health and Safety at Work Act (1974) Management of Health and Safety at Work Regulations (1999) Employment Rights Act (1996) Working Time Regulations (1998) Protection from Harassment Act (1997) Human Rights Act (1998) Data Protection Act (2018) General Data Protection Regulation (EU) (1996) Equality Act (2010)


Essex County Fir

Rescue Service

8 REVISION HISTORY

Release Number Date Revision Description Owner


Essex County Fir

Rescue Service

9 PROMPTS

Areas for consideration What to consider Tick

Benefits and Risk Implications

What are the benefits to the Fire Service, public or others? What are the risks to the Fire Service, public or others? How will these risks be managed? Are there legal implications? Are there reputational implications?

Financial Implications Will this cost money, save money or be cost neutral? Are there revenue or capital implications? Are there indirect costs associated with the decision? How will the financial implications be managed and met?

Equality and Diversity Implications including People Impact Assessment

How have you considered these? Will an equality impact assessment be required? Has one been completed? All procedural documents will need to have a People Impact Assessment (PIA) undertaken. The PIA is a process designed to ensure that a policy or procedure does not discriminate against any disadvantaged or vulnerable people.

Legal Implications Does the recommendation rely on a statutory duty or power? Are there any other statutory matters that need to be considered? Is there a risk of challenge to the process or the decision?

Health and Safety Implications

Will there be any health and safety implications?

Possible appendices Is it possible to have a simplified ‘policy on a page’ as an appendix?


TABLE OF CONTENTS - ukfrs.com · Web viewThe Service has a duty to ensure the health, safety and...

Documents

Transcript of TABLE OF CONTENTS - ukfrs.com · Web viewThe Service has a duty to ensure the health, safety and...