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Breifing Paper No 10
Community Businesses: how to be a good employer Differences between community enterprise and mainstream business are clearly seen when considering the quality of employment policies. The attention to best practice for human and environmental issues are considered in balance with business aspects. Policies are joined up to ensure the work place is as accessible and as postive an experience for all involved as possible. Why have a "good employers" code of ethics
The areas below will help you to establish a broad set of guidelines and effective policies which will enable you to work towards "best practice" as an employer. This is an ongoing process however that requires a commitment from your community business - allowing time to review your policies as well as keeping up to date with changing legislation and new ideas/case studies. Recruitment of Staff Adverts and application packs in ethnic minority languages Adverts in a wide range of venues (draw up list that helps to target under-represented groups) Monitor applicants and those who get jobs for equal opportunities purposes Set up interview criteria/system that is fair and ways of making decisions that has plenty of checks to limit discrimination All adverts to carry an equal opportunities statement Job descriptions/person specifications give equal weighting to enthusiasm and life experience as they do to formal qualifications and paid work experience Recruitment is monitored in terms of equal opportunities (a form given to each applicant). This information is reviewed by the Management Committee with a view to putting in place measures to address any inequalities of opportunity that seem to be emerging A recruitment database is built up that details places where jobs can be advertised where they will be seen by a wide audience Funds are sought so that recruitment staff can be trained in interview techniques that are fair and appropriate. In the mean time priority to be given to getting hold of written materials/examples of best practice A recruitment subgroup be set up to oversee recruitment Employment Conditions All staff will be paid in accordance with the minimum wage requirements of central government. All staff will be encouraged to become members of the relevant trade union. All new staff will be given a staff manual and induction period that provides background information and policies relating to the organisation and their own particular job. When core centre staff are in a position to draw down a wage, a common wage level should be set for everyone. These staff should also be part of a pension scheme. Staff with access to sensitive information about other members of staff e.g. bank details for payrolling, will be required to sign a confidentiality statement. All staff, except those employed through New Deal, will participate in a mutual probationary period of two months after which the situation will be reviewed by both employee and employer. Management A named member of the management committee have overall responsibility for staff and recruitment. Employees are made aware of how the business is structured and how work is divided up as part of their induction. That people who are in positions which involve managing less experienced or skilled people are aware of their responsibilities and if money is available can access appropriate training. That all employees have negotiated personal review sessions to help with their personal development, to give them guidance and to allow any problems to be explored. That all employees know who is managing them and who is making decisions about their day to day work and that systems are developed to facilitate input into this process. That the word management is replaced in job titles with the word 'co-ordinator'. Training ·Funding applications for wages incorporate
a training budget ·Employees have negotiated personal review sessions with a member of the management committee or another appropriate person, with training needs forming a part of the review Retaining Staff Every employee to have negotiated personal review sessions with a member of the Management Committee or another appropriate person. Operate a complaints procedure that covers all members of staff. Complaints will remain confidential and be investigated with reference to outside authorities/support services where necessary. Staff to be involved in decision making meetings on a day to day level where appropriate and for representatives to attend Management Committee meetings and AGMs. Systems to be set up to ensure that employees are kept informed and consulted as appropriate. Working Environment Your building or office space will effect both equal opportunites and the health of your employees. a) To enhance equal opportunities, the following steps are recommended: Physical access measures to include ramps/lift, hand rails, disabled toilets, all doors accessible, braille and ethnic languages signposting and materials, textured flooring by steps, induction loops, help buttons in public areas, touch screen computers. Agreement with the equal opportunities policy to be a condition of employment Policy to be displayed in all public places with information about what to do if it is breached. Display about equal opportunities as part of literature
b) To enhance any construction/refurbishment work carried out by the buisness enterprise, the following is recommended: ·Include environmental requirments at all stages
of work ·Ask suppliers to provide environmental and ethical information about their products and practices so that those which disregard the environment, human well-being or animal welfare may be avoided. Policy, Reviews and Managment ·All visitors to fill in an equal opportunities
monitoring form. Contacts New Academy of Business Ms Gill Coleman Director Websites government regulations and guidelines Employment and training advice for small businesses: www.businessadviceline.org equal opportunities pensions trade unions law firms/commercial advice |
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briefing index - 1 - 2 - 3 - 4 - 5a, b, c - 6 - 7 - 8a, b - 9 - 10 - top a network of community enterprises, workers co-op & not-for-profits working in progressive ways to make our city greener, healthier and more equitable
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