Legislation, policies and procedures in the workplace are designed to ensure the health and safety of all individuals and employees. They provide a set of rules which should be followed at all times by everyone. This will ensure that the inappropriate actions of one person will not negatively influence someone else in their practice. (Sephton, 2013).
When new employees join a firm, they should be informed of all necessary policies and procedures during their induction; so they can operate in a correct, safe and lawful way as soon as their work begins. If a member of staff is found not to be following official guidelines and legislation, or to be acting in a way considered unsuitable by health and safety policy, their actions can be brought to the attention of senior members of staff and appropriately reprimanded. In most cases, this should in the first instance mean a warning. If an employee breaks the rules again, more serious discipline may be given. To ensure the smooth implementation of a company’s policies and procedures, they should be easy to understand to minimize the confusion or uncertainty of employees (UK Government, 2014).
In a health and social care environment, recent legislation is of particular importance to reducing uncertainty within employees. The introduction of the Regulation of Care (Scotland) Act 2001 established the Scottish Social Services Council (SSSC) who developed a clear and concise set of protocols; known as, SSSC Codes of Practice. These Codes of Practice set a clear benchmark of the level of support to be expected by service users, and require that every employee must treat patients with appropriate care and professionalism, with an emphasis on the maximum allowable participation of the service user (SSSC, 2009).
The SSSC Codes of Practice also guide the practice of management as well as employees. The employers section reiterates the importance of progressive, patient-centred policy creation within services; with the aim of promoting personalised care as standard practice throughout the sector (Beresford, 2001). 320
The Sense Scotland governing body is known as the Board of Trustees (the Board) and currently comprises of eleven Trustees, who meet four times each year to discuss best working practices. Trustees are inducted into their role primarily through a Trustee resource pack and handbook. New Trustees meet with the Chairman and the Chief Executive Officer where the guidance is outlined to them. The Board has established four sub-committees as follows:
1. Finance Committee
2. Audit and Risk Committee
3. Remuneration Committee
4. Nominations Committee
It has also established five other senior groups comprising the Leadership Team, the Directorate, the Partnership Forum, the Operations Group and the Public Policy Group. The Treasurer chairs the Finance Committee, which meets every month. The Finance Committee oversees all finances of the charity's operations so as to ensure...