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To provide clarification and guidance for managers and staff on the application of the Trust's Additional Employment Policy.

Additional Employment Policy supporting documents. Includes Request for/Declaration of Additional Employment in Another Business Part 1 and Part 2.

This guidance outlines Trust, managerial, staff and external responsibilities for ensuring agency workers receive local induction during their first shift and orientation on every new unit worked.

The policy aims to provide a uniform and equitable approach to the management and calculation of annual leave and public holiday entitlement.

Supporting documents for the Annual Leave Policy including example calculations, templates, leave entitlement and public holiday scales.

This policy sets out the framework and process for conducting appraisals. PDR.

The appraisal form and guidance for its completion.

Guidance on the process for recruiting apprentices and the responsibilities of managers and apprentices.

To support staff who are members of the Reserve Forces who have a commitment to training and a liability to be mobilised for a period of full-time military service, in accordance with the Reserve Forces Acts 1985 and 1996 respectively.Keywords: Reserved Forces Training and Mobilisation Policy

Supporting documents for the Armed Forces Covenant Policy including the Mobilisation Checklist and manager template letters.

The aim of this policy is to detail both the support that will be available to staff and the steps the Trust will take to monitor and manage attendance.Keywords: Sickness Policy. Sickness Management Policy. Absence Management. Absence Management Policy. Sick Leave Policy. Sickness Management. Sickness. Sick leave. Sick.

Supporting Information and Documents for the Attendance Management Policy including Injury Allowance Claim Form and additional supportive information.

The purpose of this policy is to outline the standards of behaviour required within the Trust and to set out clear processes to empower staff to take action where they do not experience the dignity and respect they are entitled to in the workplace.

The policy provides managers and staff with a robust framework for managing any conduct issues or concerns that arise in a consistent, fair and just manner across the Trust in line with current legislation and the ACAS Code of Practice.

Disciplinary Policy Supporting Documents - Suspension from Duty Risk Assessment template.

Management guidance on the process and procedure for DBS checks.

The policy aims to set out the framework within which staff members can apply for an unpaid employment break.

Supporting documents for the Employment Break Policy. Application form and template letters for managers

A foundation document setting responsibilities, requirements and guidance to ensure adherence to the Public Sector Equality Duties.Keywords: Equal Opportunities, Diversity, Equality Act 2010, Discrimination, Inclusion, Ethnic Minority, LGBTQ+, Disability, Protected Characteristic, Veteran, Armed Forces.

This agreement specifies the time off and other facilities that will be granted to trade union representatives of organisations which are party to this agreement.It incorporates the ACAS Code of Practice (January 2010) on 'Time Off for Trade Union Duties and Activities'and the Trust's Partnership Agreement.

This policy sets out the framework within which all staff have the right to request flexible working from day one of their employment.

These documents are provided in support of the flexible working application process.

Management guidance on the process and procedure for issuing honorary contracts.

The policy aims to ensure that all jobs that are subject to Agenda for Change terms and conditions of services are evaluated in accordance with the NHS Job Evaluation Scheme and in compliance with current legislation.

A policy to guide managers of new staff and ensure a consistent approach to the delivery and content of induction.

The aim of the policy is to detail both the support that will be available to all staff and the steps we will take to support and manage all family related entitlements.Key Words: Maternity Policy, Parental Leave, Maternity Leave.

This guidance will compliment and complete the existing provisions in support of menopausal members of staff, by providing guidance on standards and practice of support given, as well as sign posting to wider sources of support available.

The policy sets out the locally agreed harmonised on-call scheme for non-medical staff, developed in partnership with Staff-Side, in accordance with the nationally agreed principles for on-call arrangements. (National Terms and Conditions; Annex 29.)Key Words - Out of Hours, On Call, Agenda for Change, Normal Working Hours

On Call Policy Supporting Documents including the Department On Call Scheme Arrangements supporting the On Call Policy.Key Words: on Call, Normal Working Hours, Agenda for Change, Out of Hours

The policy aims to provide clear guidance to managers to enable the effective implementation of major organisational change and ensure that all change programmes are managed in a planned, open and honest way in order to maximise the potential benefits and minimise any adverse implications for all staff.

Template documents, letters and user friendly supporting documents for the Organisational Change Policy

The policy sets out the pay protection arrangements that will apply where a member of staff is required to accept a lower banded post, or faces a reduction in other earnings, as a result of organisational change.

The policy sets out guidance and the procedure for managers and staff members to follow when considering applications to join the Pension Restructuring Scheme.

Supporting Documents for the Pension Contribution Recycling Scheme Policy. Includes the Pension Contribution Recycling Payment - PCRP form.

This policy aims to ensure that, when a staff member's performance falls below the expected standard, a clear process is in place to support them achieve and maintain the level of performance required for their role.Formally known as the 'Capability Policy and Procedure'.Keywords: Capability. Capabilities.

This policy provides guidance on the contents of personal files and outlines the conditions and standards under which files must be maintained and stored.

This policy sets out guidance for line managers, staff members and workers to follow when managing close personal relationships in the workplace.

This policy describes the process and associated responsibilities for ensuring all members of staff requiring professional registration to practice are registered with the appropriate regulatory body at appointment and continue to be registered throughout their employment with the Trust.

A guide for managers on the recruitment process.

This policy outlines the processes for staff being approved to work from a remote location, which is deemed other than their usual place of work, and their responsibilities during this time.Keywords: Homeworking, Home working, Working From Home (WFH), homeworking, working from home, WFH.

This policy sets out the Trust's approach to managing concerns and disputes raised by members of staff in a consistent, fair and just manner.Keywords:Grievance. Grievances. Formally known as the 'Grievance and Disputes Policy and Procedure'.

Resolution of Workplace Concerns Policy Supporting Documents - Raising a Formal Concern - Notification Form, supportive guidance and risk review analysis.

The policy sets out the different ways of retirement and aims to ensure all staff retiring from the Trust are aware of the options available to them and are given the support to make preparation for their retirement.Keywords: Retirement, flexible retirement, retire and return, step down, wind down, early retirement, ill health retirement, voluntary early retirement.

Supporting document templates for Retirement Policy.Keywords:Retirement, flexible retirement, retire and return, step down, wind down, early retirement, ill health retirement, voluntary early retirement.

Guidance to ensure that the Trust complies with its legal responsibilities, in line with the Immigration, Asylum and Nationality Act 2006 (as amended by the Immigration Act 2014 and Immigration Act 2016) and meets the requirements of the NHS Employment Checks Standards in respect of Right to Work by ensuring that all individuals who work for the Trust hold the appropriate documentation.

This guidance sets out the roles, responsibilities and rules for the safe, effective, efficient and prompt rostering of staff in the Royal Cornwall Hospitals NHS Trust.

The policy aims to provide guidance on the management of secondments both inside and outside the organisation.

Supporting documents for the secondment policy including the Secondment Request Form and Secondment Agreement.

Sets out the Trust's approach to Special Leave and provides clear guidelines for managers and staff to follow when dealing with requests for paid/unpaid special leave.Keywords: TOIL.

Special Leave Policy supporting documents.

This policy sets out to provide guidance on the travel and subsistence options available when staff are required to travel during the course of their duties and the arrangements that will apply when they claim reimbursement from the Trust for any travel and subsistence expenses incurred.

Staff Travel and Expenses Policy Supporting Documents including mileage details, lease car scheme and alternative arrangements for transport.Key words: Mileage Subsistence, Mileage Allowance, Hire Car, Excess Mileage, Staff Travel, Staff Expense.

Identifies key responsibilities with regards to the provision of supervision and assessment for pre-reg nursing students. Outlines criteria and processes for becoming a supervisor/assessor and actions needed to provide assurance of continued competency once annotation to the register has been achieved. Highlights key principles for application into practice from the NMC Standards for Supporting Learning and Assessment in Practice (2018).

To provide clarification and guidance for managers and staff on the application of national terms and conditions of service in respect of starting salaries.

Defines the training needs analysis for all staff at RCHT. Detailing the definition of what is mandatory or role specific and which staff require each element of training provided.*Key words: Mandatory, Statutory, Training

The policy describes the processes and principles to be followed when considering requests for study leave.

Supporting Documents for the Study Leave Policy for All Staff(Excluding Doctors and Dentists). Includes forms for Study leave requests.

This policy is designed to provide a framework to ensure all reasonable steps are taken to help and support staff who experience the effects of substance misuse at work whilst allowing their firm and fair management.

This guidance is designed to support effective, non-discriminatory services being delivered to transgender patients and guidance for managers on how to support transgender staff through their transition.

This policy sets out the uniform and dress code principles for the Royal Cornwall Hospitals Trust.

Editable audit tool supporting documents for managers use to enable uniform audit. Supports the Uniform and Dress Code Policy.Key word: infection Prevention Control

The aim of this policy is to recognise and value the time given by volunteers and the work they do which complements the work done by Trust employees

To provide local clarification and guidance for Trust managers and staff on the application of the working Time Regulations.

Working Time Regulations Policy Supporting Documents. Includes the Opt Out Agreement and the Record of Health Assessment for Night workers.