Staff Health & Wellbeing Policy

 

  • North Lanarkshire Leisure is committed to the health and wellbeing of all staff and recognise that staff play a vital role in the success of the organisation. All NLL staff have a direct impact on the outcomes and experience of our customers and when our staff are feeling well and satisfied with their work, the experience of customers improves.
  • Staff Health & Wellbeing is defined as:

Creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.’  (CIPD 2016)

1.3    The organisation’s responsibilities for the health and wellbeing of staff, however, extends far beyond a core responsibility to provide a safe working environment. We seek to be an excellent employer, an “employer of choice” and we recognise the concept of “good work” – work which is healthy and safe and offers the individual some influence over how the work is done and as a consequence, an increasing sense of self-worth.

1.4     To help create a great place to work and a great place to be cared for, it is essential that our Trust policies, procedures and processes support our Core Values and behaviours. This document, when used effectively, can help promote a workplace culture that values the contribution of everyone, shows support for staff, recognises and celebrates the diversity of our staff, shows respect for everyone and ensures all our actions contribute to a safe working environment.

1.5     Our approach therefore in developing a strategy is less around enforcement of policies, and more about the empowerment of our staff to take a greater interest in their own health and wellbeing and providing the opportunities for them to do so.

  • Organisational commitment

2.1     The organisation has legal obligations under health and safety legislation to manage risks to the health and safety of employees. In addition to reducing safety risks, this means operating the business in a way that minimises harm to employees' mental health, for example by ensuring that the demands of jobs are not unacceptable and having policies and procedures in place to support individuals experiencing mental and physical ill health at work.

  1. Responsibilities

3.1     North Lanarkshire Leisure

The organisation has a legal duty of care to employees to ensure health at work, as set out in the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999. The organisation will ensure that its policies and practices reflect this duty and review the operation of these documents at regular intervals.

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3.2     Line Managers

Line managers will put in place measures to minimise the risks to employee wellbeing, particularly from negative pressure at work. Managers must familiarise themselves with the Health and Safety Executive's stress management standards (http://www.hse.gov.uk/stress/standards) and use these to mitigate psychological risks in their teams. For example, managers should ensure that employees understand their role within the team and receive the necessary information and support from managers and team members to do their job. Managers must also familiarise themselves with the organisation's policies on diversity and tackling inappropriate behaviour in order to support staff, for example on bullying and harassment issues.

In particular, line managers must ensure that they take steps to reduce the risks to employee health and wellbeing by:

  • ensuring that the right people are recruited to the right jobs and that a good match is obtained between individuals recruited and job descriptions/specifications;
  • keeping employees in the team up to date with developments at work and how these might affect their job and workload;
  • ensuring that employees know who to approach with problems concerning their role and how to pursue issues with management;
  • making sure jobs are designed fairly and that work is allocated appropriately between teams; and
  • ensuring that work stations are regularly assessed to ensure that they are appropriate and fit for purpose.

3.3     Health & Safety

 

The Health & Safety Section will establish policies and procedures with the objective of protecting employees from all foreseeable risks they may be exposed to whilst at work in conjunction with the advice and support needed to implement the control measures contained within these policies and procedures to ensure the safety and wellbeing of all employees.                                                        

3.4     Human Resources

The HR Section will develop organisation-wide policies and procedures to protect the wellbeing of employees, assist line managers in supporting individuals, and liaise as appropriate with occupational health and other medical professionals, with the object of helping employees to maintain good physical and psychological health.         

3.5     Occupational Health Service

Occupational health professionals will provide a comprehensive service designed to help employees stay in work, or to return to work, after experiencing health problems. This will include preparing medical assessments of individuals' fitness for work following referrals from line managers and the HR Section, liaising with GPs and working with individuals to help them to retain employment.

Occupational health professionals will play a critical part in developing rehabilitation plans for employees returning to work after absences related to ill health, and work with GPs and line managers on designing jobs and working environments to ensure that rehabilitation is successful.

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3.6     Employees

Employees must take responsibility for managing their own health and wellbeing, by adopting good health behaviours (for example in relation to diet, alcohol consumption and smoking) and informing the organisation if they believe work or the work environment poses a risk to their health. Any health-related information disclosed by an employee during discussions with managers, the HR Section or the occupational health service is treated in confidence.

  1. Benefits of a Health & Wellbeing Policy and Strategy

4.1     There are many benefits for both the organisation and individuals of implementing a Health & Wellbeing Policy and Strategy:

  • A healthier, happier workforce
  • Motivated employees with increased morale
  • Improved employee retention and lower employee turnover
  • Reduced sickness absence
  • Good employee/management relations
  1. Health promotion initiatives

5.1     The organisation will develop a Health & Wellbeing Strategy which will set out NLL’s commitment to improving the health and wellbeing of staff. As part of this strategy we will regularly run a range of health promotion initiatives designed to raise awareness of health and lifestyle issues affecting physical and mental health and wellbeing. The HR Section will have primary responsibility for leading these programmes, but line managers and employees will be expected to participate. These programmes will be evaluated to determine their effectiveness.

5.2     The programmes will cover various topics, for example:

  • stress management;
  • disability awareness;
  • bullying and harassment;
  • handling violence and traumatic incidents at work;
  • lifestyle behaviours including alcohol, drugs and smoking; and
  • physical activity and fitness.
  1. 6. Occupational health support

6.1     A comprehensive occupational health service is available, from individual health screening to the design of return-to-work plans for those rehabilitating after a period of long-term sickness absence.

6.2     Workplace wellbeing services provided by the occupational health team include:

  • pre-employment screening;
  • fitness-for-work assessments;
  • in-work screening for health risks, including for coronary heart disease;
  • vaccination service;
  • post-incident support;
  • designing and advising on health promotion initiatives; and

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6.3     If employees believe that their work, or some aspect of it, is putting their wellbeing at risk they should, in the first instance, speak to their line manager. The discussion should cover workload and other aspects of job demands, and raise issues such as identified training needs.

6.4     A referral to the occupational health team will be made if this is considered appropriate after an employee's initial discussion with his/her manager. Discussions between employees and the occupational health professionals are confidential, although the occupational health team is likely to provide a report on the employee's fitness to work, and any recommended adaptations to the working environment, to the relevant manager and HR department.

  1. Financial Wellbeing

7.1     Financial well-being not only affects individual workers but it also affects business performance, the Chartered Institute of Personnel & Development (CIPD) report that one in four workers report money worries have affected their ability to do their job, one in ten say they have found it hard to concentrate/make decisions at work because of money worries and 19% have lost sleep worrying about money, all of which impact productivity. This provides a compelling case for NLL to take steps to improve staff’s financial well-being.

7.2     NLL have a range of measures to support and promote staff’s financial wellbeing including:

  • Payment of the Living Wage (Scotland) which is higher than the National Living Wage.
  • NLL’s rates of pay are competitive with other Leisure Trusts/Employers.
  • A salary sacrifice scheme including Child Care Vouchers, Retail/Travel Discounts and a Cycle to Work Scheme. These benefits allow employees to save money on everyday living costs.
  • Encouraging feedback from staff on current and potential rewards through Staff Surveys.
  • Raising awareness of current benefits available through NLL’s Employee Handbooks.
  • Providing access to 2 pension scheme to ensure that all staff can afford to plan for their retirement
  • Providing access to Additional Voluntary Contributions (AVC’s) for staff who wish to “top up” their pension
  • Access to Scotwest Credit Union who provide the opportunity to set up savings plans, mortgages. Loans etc.

7.3     NLL are committed to exploring additional staff benefits and engaging with staff about benefits they are interested in which will support wellbeing 

  1. Additional Support Measures

8.1     Other existing measures available to support employees in maintaining health and wellbeing include:

  • access to physiotherapy (Appendix 1)

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  • access to counselling (Appendix 2)
  • procedures for reporting and handling inappropriate behaviour (for example bullying and harassment);
  • subsidised membership;
  • NLL Stress in the Workplace - Employee Self Assessment (Appendix 3a)
  • NLL Stress in the Workplace - Line Manager Assessment (Appendix 3b)
  • Reward & Recognition Policy
  • Access to work
  • Managing Absence Policy
  • Health & Safety Policy
  • Special Leave arrangements;
  • Access to Carer’s Leave
  • opportunities for flexible working;
  • support for workers with disabilities;
  • the organisation's Grievance policy and
  • Access to Legal & General Employee Assistance Programme providing information and resources in relation to health and wellbeing (Appendix 4)
  1. Implementation of the Policy

A strategic approach is required to embed health and wellbeing into the organisation and to build upon the work that is already in place. The approach will combine:

  • Reactive activity which will help to support those with ill-health to return to work as soon as possible
  • Preventative activity to reduce ill-health and improve wellbeing through quality work and management practice
  • Evaluative activity which will help monitor progress.
  1. Training and communication

10.1   Line managers and employees will regularly discuss individual training needs to ensure that employees have the necessary skills to adapt to ever-changing job demands. An examination of training needs will be particularly important prior to, and during, periods of organisational change.

10.2   Managers and employees are encouraged to participate in communication/feedback exercises, including staff surveys. All employees are expected to be aware of the importance of effective communication and to use the media most appropriate to the message, for example team meetings, one-to-one meetings, electronic communications and organisation-wide methods. The organisation will ensure that structures exist to give employees regular feedback on their performance, and for them to raise concerns.

10.3   In addition to management training for specific HR policies, training will be provided for all managers on a number of topics related to the health and wellbeing of staff including managing staff with mental health, conflict management and stress at work.

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KEEP MOVING – LIVE BETTER WITH ACE PHYSIOTHERAPY & SPORTS CLINIC

Our experience and Chartered Physiotherapists offer professional and individual care.  We are recognised by all major healthcare providers.

Our values drive everything we do.  Team work, respect, service and understanding.

Your body is your most priceless possession. Take care of it!

To use this service, you must speak to your line manager, who will complete a referral form and forward to Human Resources.

 

 

 

Counselling and support services for employees

This service provides you with a 24/7 helpline which you can use to speak to counsellor about anything that is worrying you or causing you distress. It might be a personal issue or a work issue and the helpline allows you to discuss it with someone who will support you to find the best way to deal with your worry.

You can connect with us through the helpline or by using the on-line chat facility and we can offer you counselling support either on the telephone, face-to-face or by Skype.

Counselling is used for different reasons:

  • Stress at work or at home
  • Relationship problems at work or home
  • Suffering from depression or low self-esteem
  • Bereavement or difficult changes in life
  • Struggling with alcohol or drugs
  • Going through a disciplinary at work
  • Health concerns

Counselling gives you a private and confidential opportunity to talk about your concerns with a qualified therapist who can help you examine your issues in a new light. People who use counselling normally feel they have been supported by sensitive understanding and respectful empathy. Counselling is a non-judgemental form of support which focuses more on the person looking for the support rather than on the problems. Counselling does not measure the size of a problem but instead looks at the impact that it is having on you and your wellbeing.

Helping you feel that you have more control in your life is a key purpose in counselling and people come to counselling to find the best way to manage their life circumstances at that time. There is a direction and purpose in the therapy but it is one that you set and the counsellor helps you think it through, plan ahead and build up you resilience to move forward.

The counselling that you receive will take place over a contracted number of sessions which will be made clear to you at the start of your counselling by your counsellor. Counselling is a process and does not lead to immediate change for this reason and it is important that you attend all the sessions so that over the weeks you begin to feel differently. Together with your therapist you will monitor changes in how you feel and changes in your outlook on life.

The services you receive are confidential and neither your employer nor anyone else in your life is made aware of anything you discuss. It is essential to this organisation that your confidentiality is respected. The therapist will only discuss how the work with you is going in their clinical supervision and this is done confidentially to ensure that you are receiving the best and most appropriate support.

Respecting you and your confidentiality is of critical importance but protecting life remains and overriding principle. If it is felt that your life or the lives of others are at risk we will act to protect you (or others) and if that means breaching your confidentiality we are willing to do this. It is very rare that this happens and even if it does, we will do all we can to discuss it with you first so as not to act against you.

There is a high demand for these services and if you do not attend or if you cancel with less than 48 hours’ notice this session may still have to count as one of your allocated sessions and your employers may be charged for it. If you are unable to attend a session please let us know as soon as you can.

Your counsellor will keep brief notes after each meeting. These notes are stored in a secure and encrypted electronic format with TimeforTalking. It is our practice to store these records for a period of 3 years after the end of counselling. These cannot be accessed by anyone outside of this organisation. If you require a copy of these notes an administration charge will apply.  TimeforTalking will keep your name and contact details on file for administration purposes only. This information is kept separate from your session notes. We do not share your information with any other organisation and we do not use this information for any purpose except the administration of this service.

TimeforTalking/TCS is registered with the UK Information Commission under the Data Protection Act (1998) and adheres to all their policies on the safe keeping of information.

This service is free to you and you do not pay for any part of the service: this has already been contracted by your employer.

If you have reason to believe that the service you receive falls below your expectations it is important to us that you let us know. There is an Account Manager that you can speak to if you have any concerns or problems. These will be discussed with you if it is appropriate we will activate our complaints procedure; a copy of this will be sent to you and your employer will be notified that this has happened.

The therapist who works with you is a qualified professional. As well as representing this organisation, they also are part of a professional organisation with a professional code of conduct and they are required to act in an ethical, courteous, supportive and respectful manner at all times.

At the end of your counselling you will be provided with a feedback form which can also be accessed and completed on-line at www.timefortalking.co.uk This is important to us because it helps us know if you have felt supported by the service and it allows you to make any recommendations for improvements.

You can expect that at all times when you are working with this organisation that you will be treated respectfully without any form of bias or discrimination. TimeforTalking is committed to equality of access and opportunity in all aspects of its work. It is our policy to ensure there is no discrimination on the basis of age, gender, colour, race, nationality, ethnic origin, marital status, religious beliefs, sexual orientation, or disability and we seek to actively promote diversity.

To use this service or to contact any of the mangers call:

0800 970 3980

Email

admin@timefortalking.co.uk

TimeforTalking is part of the the TCS-Group
Therapeutic Counselling Service

NORTH LANARKSHIRE LEISURE LTD

STRESS IN THE WORKPLACE

EMPLOYEE SELF ASSESSMENT

Prolonged excessive workplace pressure may lead to stress, which can be harmful and undermine our health and wellbeing. Identifying and tackling the causes of                    work related stress is difficult and complex as very often stress can be work related or a combination of work and home/life pressures.

It is in this context North Lanarkshire Leisure Ltd have produced this employee self assessment for stress in the workplace.

CAUSE OF STRESS

QUESTION

WHAT IS OR WAS THE PROBLEM FOR YOU?

Use this space to detail what your issues are.

If it is not relevant leave it blank.

WHAT DO YOU THINK WOULD HELP?

 

Do you think we could make any adjustments?

DEMANDS

Do different people at work demand things from you that are hard to combine?

   
 

Do you have unachievable deadlines?

   
 

Do you have to work very intensively?

   
 

Do you have to neglect some tasks because you had too much to do?

   
 

Are you unable to take sufficient breaks?

   
 

Do you feel pressured to work long hours?

   
 

Do you feel you have to work very fast?

   
 

Do you have unrealistic time pressures?

   

CONTROL

Could you decide when to take a break?

   
 

Do you feel you have a say in your work speed?

   
 

Do you feel you have a choice in deciding how you do your work?

   
 

Do you feel you have a choice in deciding what you do at work?

   
 

Do you feel you have some say over the way you do your work?

   
 

Do you feel your time could be flexible?

   

SUPPORT

(MANAGER)

Does your manager give you enough supportive feedback on the work you do?

   
 

Do you feel you could rely on your manager to help you with a work problem?

   
 

Do you feel you could talk to your manager about something that upsets or annoys you at work?

   
 

Do you feel your manager supports you through any emotionally demanding work?

   
 

Do you feel your manager encourages you enough at work?

   

 

SUPPORT


(PEERS)

Do you feel your colleagues would help you if work became difficult?

   
 

Do you get the help and support you need from your colleagues?

   
 

Do you get the respect at work you deserve from your colleagues?

   
 

Are your colleagues willing to listen to your work related problems?

   

RELATIONSHIPS

Are you personally harassed, in the form of unkind words or behaviour?

   
 

Do you feel there is friction or anger between colleagues?

   
 

Are you bullied at work?

   
 

Are relationships strained at work?

   

ROLE

Are you clear about what is expected of you at work?

   
 

Do you know how to go about getting your job done?

   
 

Are you clear about what your duties and responsibilities are?

   
 

Are you clear about the goals and objectives for your section?

   
 

Do you understand how your work fits into the overall aims of the service?

   

 

CHANGE

Do you have enough opportunities to question your manager about change at work?

   
 

Do you feel consulted about change at work?

   
 

When changes are made at work are you clear about how they would work out in practice?

   

OTHER ISSUES

Is there anything else that is a source of stress for you, at work or at home, which may be contributing to your work-related stress?

   

 

FACTORS OUTSIDE WORK

 

This list of questions has mainly focused on factors at work.  However, there may be factors outside work, for example in your family life, which may be contributing or adding to your pressures at work.  These may be making it harder to cope with demands at work that you would normally be able to cope with. If you are having problems outside work you may also wish to discuss these with your line manager.

If you are having problems whilst you are at work or having problems that may affect your future attendance at work you can discuss these in confidence with your Line Manager/ Senior Manager or contact the HR Team.

NORTH LANARKSHIRE LEISURE Ltd

STRESS IN THE WORKPLACE

LINE MANAGER ASSESSMENT

Prolonged excessive workplace pressure may lead to stress, which can be harmful and undermine our health and wellbeing. Identifying and tackling the causes of work related stress is difficult and complex as very often stress can be work related or a combination of work and home/life pressures.

IN ALL CIRCUMSTANCES THIS ASSESSMENT MUST BE CARRIED OUT JOINTLY BY AN EMPLOYEE AND THEIR LINE MANAGER.

EMPLOYEE NAME (PRINT)

 

NI NO.

LINE MANAGER NAME (PRINT)

DATE OF ASSESSMENT

 

 

 

 

 

 

 

 

 

                       

OCCUPATION AND WORKING ENVIRONMENT

 

 

WHAT DOES THE JOB INVOLVE? (PROVIDE A COMPREHENSIVE NARRATIVE OF THE RANGE OF TASKS AND PERSONS DEALT WITH AS PART OF THE ROLE INCLUDING WORKING ENVIRONMENT. YOU SHOULD CONSIDER HERE ANY INFORMATION PREVIOUSLY PROVIDED SUCH AS FUNCTIONAL ANALYSIS, JOB PROFILE, GENERIC RISK ASSESSMENT OR WORKPLACE RISK ASSESSMENTS)

 

 

 

 

 

 

 

ADDITIONAL COMMENTS (PROVIDE ANY ADDITIONAL INFORMATION YOU FEEL RELEVANT TO THE  ASSESSMENT)



 

 

STRESSORS

(WHERE/ WHAT IS THE

SPECIFIC AREAS OF CONCERN RELATING TO THIS EMPLOYEE’S POTENTIAL FOR STRESS)

CURRENT PREVENTATIVE MEASURES

(EXISTING TRAINING, PROCEDURES, SUPPORTS, EQUIPMENT ETC)

RISK RATING

(TOL., MED, HIGH, VERY HIGH)

FURTHER ACTION REQUIRED

(INCLUDE ANY IDENTIFIED FURTHER ACTION REQUIRED and TIMESCALES FOR ACTION)

DEMANDS

work load (quantity, pace and content), work scheduling (shifts, breaks, uncertain hours), physical environment (violence, noise, thermal comfort, etc)

       

CONTROL

how much say the person has in the way they do their work

       

SUPPORT

the encouragement, sponsorship and resources provided by the organisation, line management and colleagues

       

ROLE

whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles

       

RELATIONSHIP

promoting positive working to avoid conflict and dealing with unacceptable behaviour

       

CHANGE

how organisational change (large or small) is managed and communicated in the organisation

       

DOES THE COMPLETED ASSESSMENT ADEQUATELY CONTROL ANY IDENTIFIED STRESSORS TO ALLOW THE EMPLOYEE TO SAFELY CARRY OUT THEIR FULL RANGE OF DUTIES?

 

YES

 

NO

 

 

EMPLOYEE SIGNATURE

 

 

DATE

 

 

 

LINE MANAGER SIGNATURE

 

 

DATE

 

WORKLIFE

SOLUTIONS.

 

 

 

 

 

 

 

 

 

 

 

 


 

 

WORKLIFE  SOLUTIONS.

 
   

 

 

Life is full of challenges. Whether it’s your employees’ health, finances, personal or work life, there are plenty of issues that can affect them daily.

We’ve put together these benefits to help improve staff health and wellbeing, of our group protection customers.

However, please note that the benefits discussed in this brochure are only available whilst you are covered by our ill health liability insurance. If cover is stopped or cancelled, the benefits will no longer be available.

 

EMPLOYEE ASSISTANCE PROGRAMME.

We offer an Employee Assistance Programme (EAP) to all employees. Our EAP is aimed to be a positive, preventative programme of information, advice, training and services that help employees deal with events and issues in their everyday work and personal life. Key benefits include:

  • An additional and valuable part of the employee benefit package at no extra cost.
  • Designed to help towards reducing the impact of absence, as employees have access to support and tools whilst they’re at work.
  • Supports the psychological and emotional health and wellbeing of your employees.
  • Management reporting can help identify trends and provide objective, independent information.

Telephone support

An independent, confidential and unlimited 24/7 service. Provided by specialist professionals who offer practical advice on stress, anxiety and many more issues.

Online Cognitive Behavioural Therapy (CBT)

CBT is a treatment recommended by the National Institute for Health and Care Excellence (NICE). It focuses on patterns of thinking which can result in anxiety or low mood. This self-help online tool is delivered subject to clinical approval, typically with four telephone support calls.

Telephone based bereavement counselling

Specialist professionals can help with grief and related stress, plus help with legal issues such as wills, power of attorney, state benefits, debt management and dependant care. Immediate family can also access this service for bereavement counselling.

Manager consultation / coaching

A free service where line managers can discuss difficult or challenging situations and receive help on how to deal with them. We have various information sheets available online.

Immediate crisis intervention

Provided through telephone counselling teams supported by clinical supervisors. It is available 24/7 and includes a 30 minute counselling session if appropriate.

 

EMPLOYEE ASSISTANCE PROGRAMME.

Legal information service

Free information and links to legal guidance on many aspects such as debt management, lawsuits, consumer or property disputes. Please note this service does not give legal advice.

 
   

 

Medical information

Recommendations, practical information and advice on medical or health related issues from qualified professionals.

Health risk assessment tool.

A tool that enables employees to set and track goals to improve their health. Employer code: worklifeeap

Online support

Access to fact sheets, legal guides, manager guides, links and podcasts on how to cope with life events such as buying a house, giving up smoking or coping with stress.  www.legalandgeneral.com/eap

Access code:  worklifeeap

Password:       worklifeeap

 

ADDITIONAL SUPPORT.

STRESS TOOLKIT

 

Our stress toolkit has been created to help reduce levels of stress in the workplace, one of the biggest causes of long-term absence.

This easy to use tool has been developed in association with Rethink Mental Illness. It provides line managers with training, advice and information to allow them to understand the signs of stress and mental health issues.

Please visit www.legalandgeneral.com/workplacebenefits/stresstoolkit/

Username:                 stress

Password:        toolkit

 
   

 

PROUD TO PROMOTE HEALTHTALK.ORG

 

We’ve partnered with healthtalk.org, a charity that provides information and support for a range of health issues by sharing real life experiences, to help people understand what it’s really like to have a health condition. We believe this facility could provide invaluable support for your employees as well as their family and colleagues, when faced with a potentially life changing condition.

membership jumpoff

NLL Latest News

About NL Leisure

NL Leisure is a registered Scottish charity, regulated by the Office of the Scottish Charity Regulator (OSCR). The purpose of NL Leisure is to deliver sport, recreational, health improving and social welfare services to the community of North Lanarkshire. NL Leisure is a not for profit company (NPDO) which is limited by guarantee.

NL Leisure's vision is to provide exceptional customer service and value for money experience through the provision of a range of high quality sport, recreational and health improving activities

 

 

Contact

NL Leisure Headquarters

1 Ardgoil Drive,
Cumbernauld,
G68 9NE
01236 341968

Membership Enquiries

accessnl@nlleisure.com

General Enquiries

queries@nlleisure.com

Click here for a full list of venue details