policy, this Policy will be monitored by the Police Owner on an ongoing basis for implementation issues, consistency of application and potential for discrimination. Initially, the policy will be reviewed after 12 months. Thereafter it will be reviewed in line with the published review schedule, normally after 3 years. The policy will also be reviewed whenever new legislation / guidance which may have an impact is introduced. The monitoring of this policy will be done by: Reviewing the policy and associated documentation to ensure the policy is still relevant. Reviewing the implementation of the policy by consultation with key personnel responsible for implementation of and adherence to it. Reviewing the relevant data in relation to any related matters pursued in accordance with the Fairness at Work policy. Consideration of any changes in legislation that need to be accommodated. Consideration of any other feedback that has been received. In the event that an individual feels disadvantaged by the requirements of a policy or procedure or where they perceive there to be an impact which is intentionally or unintentionally unfair, the matter should be dealt with in accordance with the Policy and Procedure Review Process / Selection Processes Appeals Procedure contained within the Fairness at Work (Grievance Resolution) Policy and Procedure. This information will also be monitored and considered when reviewing the policy.
policy, this Policy will be monitored by the Police Owner on an ongoing basis for implementation issues, consistency of application and potential for discrimination. Initially, the policy will be reviewed after 12 months. Thereafter it will be reviewed in line with the published review schedule, normally after 3 years. The policy will also be reviewed whenever new legislation / guidance which may have an impact is introduced. The monitoring of this policy will be done by: Reviewing the policy and associated documentation to ensure the policy is still relevant. Reviewing the implementation of the policy by consultation with key personnel responsible for implementation of and adherence to it. Reviewing the relevant data in relation to any related matters pursued in accordance with the Fairness at Work policy. Consideration of any changes in legislation that need to be accommodated. Consideration of any other feedback that has been received. In the event that an individual feels disadvantaged by the requirements of a policy or procedure or where they perceive there to be an impact which is intentionally or unintentionally unfair, the matter should be dealt with in accordance with the Policy and Procedure Review Process / Selection Processes Appeals Procedure contained within the Fairness at Work (Grievance Resolution) Policy and Procedure. This information will also be monitored and considered when reviewing the policy.
Flexible-Working-Policy.docx