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- Attendance ManagementThe main aim is to provide a framework for attendance management within the Force and to set consistent standards for all to follow.
- Career BreakThe overall aim of this policy is to enable Police Officers and Police Staff to take a break from their chosen career without the need to resign from the Force.
- CapabilityThe Capability procedure will apply where an employee’s work performance or attendance (with the exception of dismissal) warrant action of a formal nature on the grounds of incapability
- Dignity At WorkThe overall aim of this policy is to create and maintain an environment based on positive working relationships that enable staff and managers to eliminate all forms of harassment, discrimination, intimidation and bullying.
- DisabilityTo ensure that disabled people receive fair and lawful treatment in every aspect of employment.
- Essential Car Users AllowanceMerseyside Police aims to provide a consistent and effective approach to business travel and related expenditure and the re-imbursement of allowances for police officers and police staff in the performance of their duties.
- Fairness At Work (Grievance)The aim of the Fairness at Work Grievance Policy and Procedure is to resolve issues of concern at the earliest opportunity and to provide a mechanism, which allows staff at all levels to raise issues of concern that complies with the ACAS Code on Discipline and Grievance.
- Health and SafetyThis Health and Safety Policy document, supplemented by specific
Departmental Health and Safety Policies, outlines the commitment and the framework for achieving the Authority’s and the Chief Constable’s aims.
- Home and Work/Life BalanceOur primary aim is to provide a service to our communities, which meets their needs from within our existing resources.
- Operational Safety Training and EquipmentThis policy aims to ensure the personal safety of certain employees engaged in operational duties, covering all aspects of ACPO, NPIA and Merseyside Police Operational training.
- OvertimeThe policy’s main aim is to provide a framework for managing overtime effectively. It is designed to help ensure a consistent systematic approach to authorising, claiming and processing overtime.
- Personal Indemnity InsuranceThe sole aim is to provide an indemnity to relevant Police Officers and Police Staff that are, or may be, engaged in Chemical, Biological, Radiological or Nuclear incident response (CBRN). The policy aims to put the person concerned in the position they would have been had they been entitled to claim under their own personal insurance.
- Police Support Volunteers and CadetsThis policy aims to prove a standardised and structured approach to the recruitment, training, management and deployment of Police Support Volunteers and Volunteer Cadets.
- Police Vehicle DriverThe main aim of this policy is to ensure that all different categories of police vehicles are always driven by Police drivers with the relevant driving qualifications. An additional aim is to ensure that all police vehicles are routinely checked for any defects.
- Private StudyThe main aim of this policy is to promote opportunities for individual personal and professional development.
- Recognition and RewardThe overall aim of this policy is to provide a framework for managers to ensure that all matters relating to recognition and reward are identified and dealt with fairly and consistently. It is designed to ensure that best use is made of recognition and reward initiatives in the motivation and retention of staff.
- Recruitment and SelectionThis policy is intended to help Merseyside Police have an effective, flexible and representative workforce. It is designed to help ensure that the right people in sufficient numbers, with the right capabilities, skills and attitudes are in the right roles to support delivery of excellent policing services.
- Redeployment - OfficersIt is the aim of Merseyside Police, as far as possible, to support, improve and retain the services of its Police Officers to improve operational resilience when it is established that there are grounds for redeployment.
- Redeployment - StaffIt is the aim of Merseyside Police, as far as possible, to retain the services of its Police Staff, minimising the impact on an individual’s terms and conditions of employment in circumstances where redeployment has become necessary.
- RedundancyThis policy aims to provide the structure for Merseyside Police Authority in consultation with the Trades Unions to manage redundancy effectively, minimise the effect of redundancies and ensure that redundancy situations are handled in the fairest and most consistent manner, reflecting the requirements of current legislation and codes of practice.
- ReferencesThis policy aims to ensure that all requests for references are dealt with in a fair and consistent manner and that references are provided to an agreed format, are completely factual and in no way misleading.
- RetirementThis policy is introduced to comply with the Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011. It clarifies processes regarding Police staff retirement following the abolition of the Default Retirement Age (DRA) and the associated statutory retirement procedure from 6th April 2011.
- Resource ManagementThis policy aims to embed a consistent approach towards resource management issues at all levels of the organisation.
- SmokingMerseyside Police Force will comply with all relevant health and safety legislation and is committed to providing a safe, healthy and smoke-free working environment.
- Stress ManagementStress is one of the biggest causes of sickness absence from work and we are committed to putting measures in place to proactively prevent and manage it and to promote a working environment, which removes the stigma surrounding stress, thereby empowering employees to raise the issue of stress with managers and supervisors.
- Vetting Policy