Problems at Work

5. Problems at Work
This section provides you with help in dealing with any problems you may encounter at work. This section outlines where to go for help in dealing with specific difficulties and provides links to the formal RoS policies and procedures

5.1 When you need help
It is hoped that you will experience few problems at work. However, some information is given here about a few specific difficulties which could arise.

5.1.1 Dignity at Work – Harassment and Bullying
RoS as an equality employer ensures that it has policies and practices in place to protect employees from harassment, bullying or discrimination and that all employees have equality of treatment in the workplace.

Our Dignity at Work policy provides information on what to do if you believe you are being harassed or bullied or if you believe someone else is. It also gives some guidance on checking whether you may be harassing or bullying someone else by your actions.

Even if you have never experienced harassment or bullying, please take the time to read the policy. All employees have a personal responsibility for ensuring that everyone’s dignity is respected in the workplace. This means that your own conduct does not offend others and that you discourage others from harassing or bullying.

Please click here to access the Dignity at Work Policy. http://ros-intranet/policiesandprocedures/hr/dignity_at_work.html

5.1.2 Mental Well-being
You should not allow any undue stress to undermine your work or general health. Instead you should seek the services of the Welfare Officer or the Employee Assistance Provider who can offer some valuable advice. Link to Mental Well-Being Policy. You will find more information about stress in Section 2: Care and Commitment.

5.1.3 Transferring on Compassionate Grounds
5.1.3a Internal
Internal compassionate transfer requests will always be considered sympathetically. Requests are usually based on an existing health problem and require a Welfare and/or Medical report. In the first instance you should raise this request with your line manager. If this is not possible then the request should be raised with your line manager’s manager or your HR Advisor.

5.1.3b External
External compassionate transfer requests are normally only considered under the following acceptable circumstances:

Where there is concern about the health of an individual or of a close or dependent relative.
Where there are circumstances which cause acute distress to the individual.
Where a transfer would allow someone to join a partner on marriage or to follow a partner in a job move.

Meeting the following criteria will enable applicants to have a more realistic chance of placement:

Acceptable sick and conduct records
Acceptable performance level in current role.

All transfer requests should be made through the Business Manager who will attach written comments where appropriate. Other Government Departments are under no obligation to accept Compassionate Transfers and employees should consider applying for posts as advertised on the Civil Service Website or through the Common Citizenship process.

5.1.4 Compensation for Loss or Damage to Personal Property
If you have an accident at work which results in damage to your personal belongings, e.g. clothing, RoS has discretion to award an ex gratia payment by way of compensation. Such payments are made on the basis that no other claim is brought against a third party, e.g. under household insurance.

You should report the incident to your Team Leader/Manager and make a written claim to the Health and Safety Adviser who will investigate the incident and send a report to HR. HR will determine whether compensation is justified.

When compensation is recommended HR will advise you of the amount (as calculated from a standard formula) and authorise payment by Finance Section.

5.1.5 Public and Commercial Services Union (PCS)
PCS is the recognised Trade Union in RoS. RoS and PCS have committed to working together for the mutual benefits of employees and customers.
PCS carry out a collective bargaining role within RoS.

As well as dealing with general issues, one of the roles of the Trade Union is to advise on 'personal cases' where individual employees are involved in a dispute, grievance, etc.
Employees involved in disciplinary proceedings, complaints or an appeal are entitled to the assistance of a Trade Union representative.

5.1.6 Industrial action
RoS will remain open and continue to discharge its functions during any industrial action. Arrangements will be made to allow employees who wish to work normally to do so although they may be required to perform different duties appropriate to their grade.

Employees who take part in a strike or other industrial action may be in breach of their contract of employment. Employees who fail to attend for work due to unauthorised absence will not be paid for the period of absence. Flexible working hours will be suspended for those on unauthorised absence and the conditioned hours for each day of absence will apply.

Other pay and conditions which may be affected by unauthorised absence include overtime pay, qualifying periods for deputising, reckonable service for superannuation purposes, etc.
Annual Leave or Debit Leave will not normally be granted in the event of industrial action although leave which has previously been authorised will not be cancelled unless it is unavoidable. Leave will not be granted retrospectively to cover unauthorised absence.

Self-certificated sick leave during industrial action will only be permitted if the member of staff signs a statement to say that they were unfit for duty and that they were not taking part in industrial action.

5.2 If you wish to complain
RoS strives to be a fair employer in all matters. For this reason, there are established channels through which you can make a complaint if you feel at any time you have been unfairly treated. All complaints and grievances will be dealt with as quickly as possible.

Note: Issues such as cleaning of rooms, painting and decorating, furniture and fittings, condition of toilets should be pursued through your Team Leader/Manager and, if appropriate, the Estates Team.

5.2.1 Grievance Policy and Procedure
Employees should, in the first instance, raise any issues or concerns informally with their line manager. If this approach fails to achieve a satisfactory outcome then employees should put their grievance formally in writing.

Please refer to the Grievance Policy and Procedure for full details.

5.3 Discipline Policy and Procedures
Most employees within RoS will never encounter the formal disciplinary process. However, occasionally, the formal process is required and, therefore, it is important that there is a transparent and fair procedure in place.

Please refer to the Discipline Policy and Procedure for full details.