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The organisationcare service may request details from medical practitioners about the state of health of job applicants and current employees if that information is considered essential for employment purposes and (in the case of job applicants) after an offer of employment has been made.

The organisation care service recognises the contribution of all its employees and also understands that at some stages during their working lives employees may find it difficult to fulfil domestic, family and working commitments due to their responsibilities. The organisationcare service recognises the anxiety this may cause and aims to offer practical help through its family leave arrangements.

It is the organisationcare service's policy to grant employees who are required to attend jury service time off work for so long as they are required by the relevant court. No employee will be penalised or subjected to any detriment for asking for, or taking, time off work to attend jury service.

The service’s flexible working policy complies with its statutory obligations under the Employment Rights Act 1996, the Work and Families Act 2006, and the Flexible Working Regulations 2014.

The organisation'scare service's policy is to comply with both the letter and spirit of the law on maternity leave and statutory maternity pay. To this end its aim is to inform all female employees of their entitlement to statutory maternity rights and to ensure that those rights are understood by employees who qualify.

Many religions and beliefs are represented in our multi-cultural society and the organisation recognises that people may wish to observe the requirements of their chosen religion or belief system while at work. The organisation aims to ensure a fair and consistent approach in the management of such requests so that no worker is discriminated against on the basis of their religion, belief, or absence of religion or belief.

Statistics show that manual handling is one of the most common causes of injury in the workplace. These injuries often have long-term effects. This policy is intended to reduce the risk of manual handling injuries and provide guidance on the measures that should be taken to ensure safe lifting and carrying.

It is the organisation’sschool’sprovision'scare service's policy to recruit staff on fixed-term contracts only where there is a specific reason for engaging someone on a temporary basis.

The organisation regards the integrity of its computer system as central to the success of the organisation. It contains information about patients, staff and the operations of the business and therefore must be kept secure. Its policy is to take any measures it considers necessary to ensure that all aspects of the system are fully protected. This policy aims to comply with the requirements of both the General Data Protection Regulation (GDPR) and the Data Protection Act (DPA) 2018.

The organisation is fully committed to comply with the General Data Protection Regulation (GDPR). GDPR applies to all organisations that process data relating to their employees, as well as to others including customers, contractors and clients. It sets out principles which should be followed by those who process data; it gives new and extended rights to those whose data is being processed.