PCI Pal's Health and Wellbeing at Work Policy aims to promote and encourage health and wellbeing at work.
We aim to create a culture where we take a pro-active approach to wellbeing, to ensure issues are kept to a minimum. Where issues are identified, we aim to deal with them before they affect the wellbeing of staff. We have a clear aim to promote the positive aspects and ideas associated with health and wellbeing at work.
PCI Pal aims to;
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ensure all staff are aware of this policy and its guidance/recommendations
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where appropriate, provide necessary resources are provided to assist with our people's wellbeing and health
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identify circumstances that may contribute to inappropriate levels of work
Responsibility of Line Managers
Line Managers will;
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communicate with their people, and make general wellbeing a regular talking point in 1-2-1s
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in conjunction with HR, work to help provide support and guidance for individuals
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set an example as role model by adopting and adhering to this policy, and actively promote the principles and behaviours contributing to positive staff wellbeing
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ensure bullying, harassment and discrimination are not tolerated
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conduct any investigation necessary to protect staff wellbeing - with input from the most appropriate line manager in the circumstances
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work towards providing a positive environment, for example, providing development or training/learning opportunities, monitoring workloads, ensuring holiday is taken, etc
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ensure absence monitoring policies are adhered to so that any occurrences relating to wellbeing are tracked and followed up
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make recommendations on necessary action following any feedback from staff
• escalate potential staff wellbeing issues to Senior Management as soon as possible in order to secure appropriate advice and support
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ensure staff are aware of the wellbeing portral and telephone support line, and are encouraged, where appropriate, to make use of this free service
Responsibility of Staff
All staff are expected to;
• treat everyone with dignity and respect as an individual, and to follow guidance in this handbook relating to any legal responsibilities
• take advantage of training and information sources to help support own and others wellbeing
• uphold confidentiality (wherever safety is not at risk)
• recognise the limits to what they can do and seek advice at the earliest opportunity
• share ideas for promoting health and wellbeing in the workplace
• raise issues of concern with their line manager
• accept opportunities for occupational health review or counselling when recommended
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use the wellbeing portral and telephone support line, and are encouraged, where appropriate, to make use of this free service
Confidentiality
Whilst all dealings with staff are subject to the Group's policy on confidentiality it must be emphasised that this is often of paramount importance with regard to those experiencing difficulties.
However, it must also be emphasised that confidentiality may be necessarily breached in certain circumstances where the individual is deemed to be a risk either to him/herself or to other people. If there is a conflict between these two statements, then it should be stressed that the safety of the individual and or the safety of other members of our community takes precedence over confidentiality.
In summary, PCI Pal recognises that environment, emotional, work, reward and physical factors will all play a part in a person's general wellbeing at work, and use the following methods to evaluate, monitor and support performance and wellbeing:
